Run Hard Rest Well Inc.

“RHRWs Executive Director is responsible for the timely preparation of the Form 990. The Organizations Executive Director may confer with accountants and legal counsel of the Organization with respect to drafts of the Form 990. Copies of the completed Form 990 will also be reviewed by the Treasurer. A copy of the filed Form 990, if the final version was not circulated prior to filing, shall be circulated to the Board of Directors as promptly as reasonably practical after the filing, and in no case later than its next regular meeting following such filing.”

“1. Duty to Disclose: 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 and members of committees with governing board delegated powers considering the proposed transaction or arrangement. 2. Determining Whether a Conflict of Interest Exists: After disclosure of the financial interest and all material facts, and after any discussion with the interested person, he/she shall leave the governing board or committee meeting while the determination of a conflict of interest is discussed and voted upon. The remaining board or committee members shall decide if a conflict of interest exists. 3. Procedures for Addressing the Conflict of Interest: a. An interested person may make a presentation at the governing board or committee meeting, but after the presentation, he/she shall leave the meeting during the discussion of, and the vote on, the transaction or arrangement involving the possible conflict of interest.b. The chairperson of the governing board or committee shall, if appropriate, appoint a disinterested person or committee to investigate alternatives to the proposed transaction or arrangement. c. After exercising due diligence, the governing board or committee shall determine whether RHRW can obtain with reasonable efforts a more advantageous transaction or arrangement from a person or entity that would not give rise to a conflict of interest.d. If a more advantageous transaction or arrangement is not reasonably possible under circumstances not producing a conflict of interest, the governing board or committee shall determine by a majority vote of the disinterested directors whether the transaction or arrangement is in RHRWs best interest, for its own benefit, and whether it is fair and reasonable. In conformity with the above determination it shall make its decision as to whether to enter into the transaction or arrangement.4. Violations of the Conflicts of Interest Policy:a. If the governing board or committee has reasonable cause to believe a member has failed to disclose actual or possible conflicts of interest, it shall inform the member of the basis for such belief and afford the member an opportunity to explain the alleged failure to disclose.b. If, after hearing the members response and after making further investigation as warranted by the circumstances, the governing board or committee determines the member has failed to disclose an actual or possible conflict of interest, it shall take appropriate disciplinary and corrective action.”

“Board Approval: The human resource or executive committee will obtain research and information to make a recommendation to the full board for the compensation (salary and benefits) of the Executive Director (and other highly compensated employees or consultants) based on a review of comparability data. For example, the human resource/executive/compensation committee will secure data that documents compensation levels and benefits for similarly qualified individuals in comparable positions at similar organizations. This data may include the following:1. Salary and benefit compensation studies by independent sources;2. Written job offers for positions at similar organizations;3. Documented telephone calls about similar positions at both nonprofit and for-profit organizations; and4. Information obtained from the IRS Form 990 filings of similar organizations. Concurrent Documentation: To approve the compensation for the Executive Director (and other highly compensated employees and consultants) the board must document how it reached its decisions, including the data on which it relied, in minutes of the meeting during which the compensation was approved. Documentation will include:a) A description of the compensation and benefits and the date it was approved; b) The members of the board who were present during the discussion about compensation and benefits, and the results of the vote; c) A description of the comparability data relied upon and how the data was obtained; and d) Any actions taken (such as abstaining from discussion and vote) with respect to consideration of the compensation by anyone who is otherwise a member of the board but who had a conflict of interest with respect to the decision on the compensation and benefits. Independence in Setting Compensation: The Chair of the board of directors, who is an independent director and not compensated by the RHRW, will operate independently without undue influence from the Executive Director. No member of the Executive or Human Resources Committee will be a staff member, the relative of a staff member, or have any relationship with staff that could present a conflict of interest.”

“Board Approval: The human resource or executive committee will obtain research and information to make a recommendation to the full board for the compensation (salary and benefits) of the Executive Director (and other highly compensated employees or consultants) based on a review of comparability data. For example, the human resource/executive/compensation committee will secure data that documents compensation levels and benefits for similarly qualified individuals in comparable positions at similar organizations. This data may include the following:1. Salary and benefit compensation studies by independent sources;2. Written job offers for positions at similar organizations;3. Documented telephone calls about similar positions at both nonprofit and for-profit organizations; and4. Information obtained from the IRS Form 990 filings of similar organizations. Concurrent Documentation: To approve the compensation for the Executive Director (and other highly compensated employees and consultants) the board must document how it reached its decisions, including the data on which it relied, in minutes of the meeting during which the compensation was approved. Documentation will include:a) A description of the compensation and benefits and the date it was approved; b) The members of the board who were present during the discussion about compensation and benefits, and the results of the vote; c) A description of the comparability data relied upon and how the data was obtained; and d) Any actions taken (such as abstaining from discussion and vote) with respect to consideration of the compensation by anyone who is otherwise a member of the board but who had a conflict of interest with respect to the decision on the compensation and benefits. Independence in Setting Compensation: The Chair of the board of directors, who is an independent director and not compensated by the RHRW, will operate independently without undue influence from the Executive Director. No member of the Executive or Human Resources Committee will be a staff member, the relative of a staff member, or have any relationship with staff that could present a conflict of interest.”

“Run Hard. Rest Well. makes its governing documents, conflict of interest policy and financial statements available upon request.”

“One of the most pressing needs in our world today is to equip people of all ages to learn how to navigate 24/7 from a place of strength, joy, and vibrancy. Run Hard. Rest Well. innovatively and transformatively introduces people to our flagship program, A Rest That Works. This proactive approach to wellness transforms hearts, homes, and organizations. Run Hard. Rest Well. (RHRW) serves community and corporate leadership and their teams, showing them how to implement healthy and balanced rhythms of work and restorative rest through custom and community retreats. Our initiatives are offered in two formats: Workplace Wellness and Ministry Impact. Through staff retreats and organizational initiatives, RHRW helps teams run with passion and rest with purpose, improving health, relationships, and productivity while reducing workplace stress, burnout, disengagement, and accidents. RHRW brought on two full time staff members in 2019. Key projects include: Translating key resources into Spanish, developing a formal program to equip additional RHRW trainers, and field-testing a 12-part video series. Social media presence multiplied to reach a broader audience, and the founder, thought-leader, Brenda Jank, was published in several magazines and featured on mainstream media.”