The Chimes Foundation Inc

“Amendment to the bylaws stating that there should be at least 3 board members and no more than 15 board members. At least one board member must be an independent community member. The officers at a minimum will be the chair and secretary (both elected by the board). The chimes international cfo will serve as the treasurer.”

“The audit committee reviews form 990 prior to the filing deadline. The remaining board members are subsequently provided a copy.”

“All directors, officers and key employees are required to complete a conflict of interest statement quarterly. At each meeting of the board a schedule of conflicts of interest, if any are provided to members.”

“The independent compensation committee of the chimes international board of directors follows the process described in the irs intermediate sanctions rules when determining the compensation of the individuals on part vi, lines 15a and 15b. Members of the independent compensation committee of the chimes international board of directors sit on various boards of related chimes family of services entities. This committee serves as the independent compensation committee for all boards of related organizations. Specifically, the committee: (1) is composed entirely of non-employee volunteer directors who have no familial, business or significant personal relationships with chimes international, its related companies or its executives. (2) engages an independent compensation consulting firm to compile appropriate comparability data (including compensation market information for peers with whom chimes family of services competes for executive talent) for committee reliance. The committee will meet with representatives of the consulting firm or counsel to review this data in detail. (3) reviews all elements of executive's total compensation, including but not limited to base salary, bonuses, perquisites, fringe benefits, and incentive and deferred compensation arrangements. Upon the executive's hire, and at each point in time thereafter at which a new or revised compensation arrangement is under consideration with respect to the executive, the committee meets with counsel and/or with its independent compensation consulting firm before the arrangement is implemented to evaluate the reasonableness of the arrangement by comparing both the arrangement itself and the executive's entire compensation package to compensation packages paid by similarly situated organizations for functionally comparable positions. (4) documents, concurrently with its determination, the basis for its determination in the minutes of its meeting. These minutes are reviewed, revised if necessary and approved at the following meeting of the committee. (5) retains records concerning the committee's compliance with the irs intermediate sanctions rules. Ii. On a periodic basis, the committee uses the process described above to evaluate the positions of coo/evp operations, cfo/evp finance and ceo/president. In addition, periodic compensation studies are obtained for purposes of establishing baseline compensation information for the committee. Currently, the committee is using compensation studies obtained in the following tax years for their respective positions: position & year coo/evp operations - 2019 cfo/evp finance - 2019 ceo/president - 2019 coo's related organizations - 2019”

“These documents are made available on the organization's website as well as upon request for the same period of disclosure as set forth in section 6104(d).”

“These documents are made available to any member of the public upon request for the same period of disclosure as set forth in section 6104(d).”

“The process for overseeing the audit of the financial statements and selection of an independent accountant that audited the financial statements has been consistent with prior years.”