Printing and Graphics Association Midatlantic Inc

“The organization has 208 members.”

“The members of the organization elect new board members.”

“Provided to board of directors by executive director prior to filing.”

“Pgama conflict of interest policy this conflict of interest policy of printing and graphics association midatlantic ("pgama"): (1) defines conflicts of interest; (2) identifies classes of individuals within the association covered by this policy; (3) facilitates disclosure of information that may help identify conflicts of interest; and (4) specifies procedures to be followed in managing conflicts of interest. 1. Definition of conflicts of interest. A conflict of interest arises when a person in a position of authority over the association may benefit financially from a decision he or she could make in that capacity, including indirect benefits such as to family members or businesses with which the person is closely associated. This policy is focused upon material financial interest of, or benefit to, such persons. 2. Individuals covered. Persons covered by this policy are the association's officers, directors, chief employed executive and chief employed finance executive. 3. Facilitation of disclosure. Persons covered by this policy will annually disclose or update to the chairman of the board of directors on a form provided by the association their interests that could give rise to conflicts of interest, such as a list of family members, substantial business or investment holdings, and other transactions or affiliations with businesses and other associations or those of family members. 4. Procedures to manage conflicts. For each interest disclosed to the chairman of the board of directors, the chairman will determine whether to: (a) take no action; (b) assure full disclosure to the board of directors and other individuals covered by this policy; (c) ask the person to recuse from participation in related discussions or decisions within the association; or (d) ask the person to resign from his or her position in the association or, if the person refuses to resign, become subject to possible removal in accordance with the association's removal procedures. The association's chief employed executive and chief employed finance executive will monitor proposed or ongoing transactions for conflicts of interest and disclose them to the chairman of the board of directors in order to deal with potential or actual conflicts, whether discovered before or after the transaction has occurred. Due to the membership of the association spanning across the region, the association is involved in transactions with member companies for printing supplies and printing services. At times, this will involve transactions with the companies who have representatives on the association's board of directors. All transactions with members are conducted at market rates.”

“Pgama compensation policy in compliance with internal revenue service guidelines for approval of senior management compensation, the board of directors of printing and graphics association midatlantic ("pgama") will follow the following review and approval guidelines. Individuals subject to this policy (defined as "covered individuals"): chief employed executive(s): the individual or individuals who have the ultimate responsibility for implementing the decisions of pgama's governing body or for supervising the management, administration, or operations of pgama, including pgama's top management official and top financial official. If this ultimate responsibility resides with two or more individuals who may exercise such responsibility in concert or individually, then each individual should be included. Officers: a person elected or appointed to manage pgama's daily operations, such as a president, vice-present, secretary, or treasurer. The officers of an organization are determined by reference to its organizing document, bylaws, and include, at a minimum, those officers required by applicable state law. Key employees: individuals who are not a chief employed executive or an officer of pgama, but who meet all of the following criteria: 1. $150,000 threshold. The individual receives reportable compensation from pgama and all related organizations in excess of $150,000 for the calendar year ending with or within pgama's tax year; 2. Responsibility criteria. The individual: a) has responsibilities, power or influence over pgama as a whole that is similar to those of officers, directors, or trustees; b) manages a discrete segment or activity of pgama that represents 10% or more of the activities, assets, income, or expenses of the organization, as compared to the organization as a whole; or c) has or shares authority to control or determine 10% or more of pgama's capital expenditures, operating budget, or compensation for employees. 3. Top 20 limitation. In addition to meeting the $150,000 threshold and the responsibility criteria, the individual is one of the top 20 most highly compensated employees (including all income from pgama and related organizations) for the calendar year ending with or within pgama's calendar year. Procedure for approving compensation in reviewing and approving the compensation of any covered individuals, the pgama board of directors, or a delegated committee of the board (referred to as the "approval body" below), will utilize the following process: 1. Impartial decision makers. The compensation arrangement must be approved in advance (before any payment is made) by the approval body of pgama composed entirely of individuals who do not have a conflict of interest with respect to the compensation arrangement (example: neither the executive whose compensation is being determined nor any of his/her family members may be present during the discussion/debate or participate in the vote). 2. Comparability data. When the approval body is considering compensation to covered individuals, it must rely on comparability data that demonstrate the fair market value of the compensation in question. For example, when crafting compensation packages, the approval body must secure data that documents compensation levels for similarly qualified individuals in like positions at like organizations. This data may include the following: a) expert compensation studies by independent firms; b) written job offers for positions at similar organizations; c) documented telephone calls about similar positions at both non profit and for-profit organizations; and d) information obtained from the irs form 990 filings of similar organizations. 3. Concurrent documentation. The approval body must document how it reached its decisions, including the data on which it relied. To qualify as concurrent documentation, written or electronic records of the approval body (such as meeting minutes) must note: a) the terms of the compensation and the da”

“The returns are available on another's website and upon request.”

“Governing documents, financial statements and conflict of interest policy are available upon request.”