AIDS Service Association of Pinellas Inc

“The board of directors has an executive committee, which consists of the chairman of the board, the vice chairman of the board, the president/chief executive officer, the secretary, and the treasurer. The board of directors may designate, from its members, up to two additional directors to serve as members of the executive committee. When the board of directors is not in session, the executive committee has and may exercise all of the powers of the board of directors, except to the extent, if any, that such authority shall be limited by a resolution adopted by a majority of directors in office.”

“The organization's top management official is the president and ceo of empath-stratum, inc. (esi), a related organization. The ceo's compensation is determined by and paid for by esi. The executive committee of the esi board meets annually to review and approve the compensation of the president and ceo. The executive committee's review of ceo compensation includes information provided in the most recent external compensation review. The compensation of the organization's other officers is also determined by esi. The compensation of other officers is reviewed on an annual basis by the ceo of esi. After reviewing officer compensation, the ceo's recommendations are then approved by esi's board of directors. These reviews are documented in each employee's file. The review of other officers' compensation includes information provided in the most recent external compensation review. External compensation reviews are performed according to the following process: every 3-5 years human resources will employ a well-recognized, independent compensation consultant to review the market ranges for the ceo of esi. The review will include a national comparison of similar jobs at similarly situated companies in order to make certain that these key employees are paid within a reasonable and appropriate range. The resulting recommendations will be reviewed by the executive committee to recommend any market-based changes or to ensure that the current compensation of these individuals are correct. During this review, human resources will also give the executive committee a broad overview of the structure of the full organization's compensation system, including the philosophy and systems set in place to manage it.”

“Pursuant to the organization's governing documents, the sole voting member of aids service association of pinellas, inc. (epic) shall be empath health, inc. (ehi), a related tax-exempt organization. As the organization's sole corporate member, ehi has the right to participate in the organization's governance.”

“Pursuant to the organization's governing documents, the sole corporate member, ehi, has the right to elect, appoint, or remove any director of epic without cause at any time.”

“The sole corporate member, ehi, has the right to approve or ratify significant decisions of the organization's governing body. The board of directors of epic shall not have the authority to make significant decisions without the approval of the ehi board. Significant decisions include, but are not limited to: the right to amend, repeal or alter their governing documents; sell, lease or otherwise dispose of substantially all of the organization's assets; and merge or consolidate the organization with another organization.”

“The form 990 is reviewed in detail by management. It is also provided to the audit committee for review, and a copy is distributed to every member of the governing body prior to filing.”

“All officers, directors, trustees, key employees, and highest paid employees (interested persons) of the organization have a duty to avoid conflicts of interest, both real and perceived, which may negatively impact the organization or those it serves. The organization's interested persons are to be guided by the organization's mission, vision and values, and to serve patients, families, and the general public without need for any personal favor or gain. The organization's ethics and compliance plan emphasizes the duty interested persons have to disclose any actual or potential conflicts of interest that may benefit their private interests or result in a possible excess benefit transaction. Conflicts are disclosed annually on a conflict of interest questionnaire that is distributed to the officers, directors, key employees, and highest compensated employees. In the event of any actual or potential conflicts of interest, interested persons must disclose the existence of their financial interest and disclose all material facts to the board chair, ceo, or other designated persons. If it is determined that an actual conflict of interest exists between the organization and an interested person, the party with a conflict of interest but abstain from any discussion or voting on the transaction or arrangement involving the conflict of interest. At each board meeting, board members are reminded that they have signed a conflict of interest disclosure and are asked to review the agenda. At that time, for the record, they are to disclose any items with which they may have a conflict of interest.”

“Financial statements, governing documents, and conflict of interest policies are not required disclosures pursuant to irc section 6104. These documents are not available to the public at this time.”

“(Expenses $ 672,076 including grants of $ 672,076)(Revenue $ 718,460) THE DEPARTMENT OF HEALTH (DOH) GRANT PROVIDES HIGH IMPACT PREVENTION SERVICES, THROUGH OUTREACH, TESTING, CONDOM DISTRIBUTION, PREP, CLEAR AND HOME AND COMMUNITY BASED INTERVENTION PROGRAMS. THE PROGRAMS TARGET THOSE WHO ARE PRACTICING HIGH-RISK BEHAVIORS. CLIENTS MAY BE HIV POSITIVE OR HIGH-RISK NEGATIVE. THE PROGRAM SEEKS TO EDUCATE CLIENTS ON SAFER SEX OPTIONS AND WAYS TO REDUCE RISKY BEHAVIORS AND LINK INDIVIDUALS TO CARE. THE PROGRAM STAFF COORDINATES WITH OUR CASE MANAGEMENT PROGRAM AND OTHER COMMUNITY PROVIDERS. HIGH RISK BEHAVIORS SUCH AS SUBSTANCE ABUSE AND MENTAL HEALTH ISSUES, SEX ADDICTION, HAVING SEX FOR MONEY, HOMELESSNESS, ETC., ARE DIRECTLY CORRELATED WITH INCREASED HIV INFECTIONS. STAFF MUST SERVE 60 CLIENTS IN CLEAR (HIV NON-REACTIVE) AND 72 CLIENTS THROUGH THE HOME AND COMMUNITY BASED INTERVENTION (HIV REACTIVE) EACH YEAR. STAFF MUST TEST A MINIMUM OF 1,205 INDIVIDUALS THROUGH THE YEAR AS WELL AS PARTICIPATE IN A MINIMUM OF 113 OUTREACH/TESTING EVENTS IN THE CALENDAR YEAR.”

“Forms w-2 are issued on the organization's behalf by empath payroll services, llc (ein: 30-1156190) a disregarded entity of empath health, inc., a related organization.”

“Write-off of prior year uncollectible grant receivable - -82601;”

“The sole corporate member, empath health, inc., is responsible for the oversight of the organization's financial statements and selection of an independent accountant. There was no change in this process from the prior year.”