The Baddour Center Inc.

“Paul baddour - father of trustees paul baddour, jr. And kristen baddour montgomery, brother of trustee don baddour, uncle of trustee shea baddour veazey and cousin of trustee margy graham paul baddour, jr. - son of trustee paul baddour, brother of trustee kristen baddour montgomery, nephew of trustee don baddour, cousin of trustee shea baddour veazey and second cousin of trustee margy graham kristen baddour montgomery - daughter of trustee paul baddour, sister of trustee paul baddour, jr., niece of trustee don baddour, cousin of trustee shea baddour veazey and second cousin of trustee margy graham shea baddour veazey - daughter of trustee don baddour, niece of trustee paul baddour, cousin of trustees paul baddour, jr. And kristen baddour montgomery and second cousin of trustee margy graham”

“Form 990 is reviewed by each member of the center's audit committee, the chairperson of the finance and investment committee and the chairperson of the board of trustees. A copy of form 990 is mailed in a timely manner to each member of the board of trustees prior to the filing due date.”

“The center requests an annual representation from each trustee regarding compliance with the center's conflicts of interest policy and code of ethics. The executive committee must approve transactions with related parties that exceed a minimum threshold and, each quarter, a report of all related party transactions is presented to the executive committee.”

“The baddour center's compensation plan is the basis for determining salary ranges for all employees. The plan utilizes a series of compensable factors to analyze respective job descriptions and establish job/pay grades and accompanying salary ranges. Grades classify between 5 and 25. Ideally, each grade's mid-point is aligned with market. The plan is strategically designed so that upward (or downward) changes and/or fluctuations o a specific classification(s) does not negatively impact the overall integrity of the plan. Employees whose evaluation scores meet certain known levels are eligible for merit increases. The percentage of increase is based on many factors, including projected cpi and is affirmed by the center's board of trustees. If and when available, employee bonuses are established using similar formulas. Human resources might also, sometimes, be required to adjust (i.e., increase) certain employee/grades in order to prevent compression and/or inversion of a grade/range. The executive director's initial salary was set by the board of trustees and the chief operating officer's initial salary was set by the executive director. Both were done within the framework of the compensation plan. Any subsequent increases for either position are consistent with the aforementioned points of the compensation plan. Any potential increases and/or bonuses which might fall outside of the plan's guidelines would have to be reviewed/approved by the executive committee of the board of trustees. The chairperson of the human resources committee, an independent member of the board of trustees, annually reviews the compensation of the executive director and the chief financial officer utilizing various financial reports as well as salary data for the state of mississippi. In addition, contacts are made with board members and other executive personnel associated with other 501(c)(3) charitable organziations to solicit compensation information regarding their chief executive and financial officers. A formal letter of finding is provided to members of the audit committee, chairperson of the finance and investment committee and chairperson of the board of trustees as part of their annual review of form 990 as to whether the compensation of the executive director and chief financial officer is 1. Consistent with the gathered information 2. Consistent with the baddour center's approved compensation plan 3. Appropriate for the scopes of services expected from these two positions.”

“The center provides copies of its governing documents, conflicts of interest policy, code of ethics and financial statements upon request.”

“Prior year book/tax depreciation differences rounding 1.”

“The baddour center has a committee that assumes responsibility for oversight of the audit, review or compilation of its financial statements and selection of an independent consultant. The organization has not changed its oversight process or selection process during the 2013 tax year.”