The Baddour Center Inc

“Margy graham, trustee - cousin to paul baddour and second cousin to shea baddour veazey paul baddour, trustee - cousin to margy graham and uncle to shea baddour veazey shea baddour veazey - niece to paul baddour and second cousin to margy graham”

“In november 2024, the center experienced a financial loss as a result of an electronic payment that was initiated to a fictitious vendor. The total amount of the transaction was $453,997. An insurance claim was promptly filed, and management expects to recover $50,000 in connection with this claim. The anticipated recoverable amount is included in accounts receivable on the accompanying statement of financial position as of march 31, 2025. The remaining loss of $403,997, for which no further recovery is expected, is reflected as a fraud loss on the statement of activities for the fiscal year ending march 31, 2025.”

“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 emailed 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. A report of all related party transactions is presented to the board of trustees annually.”

“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 establises job/pay grades and accompanying salary ranges. Grades classify between 5 and 25. Ideally, each grade's mid-point is aligned with the market. The plan is strategically designed so that upward (or downward) changes and/or fluctuations of a specific classifcation(s) do 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 organization makes its governing documents, conflict of interest policy and financial statements available to the general public upon request.”

“Process for oversight of audited financial statements is done by the finance committee. The finance committee consists of members of the board of directors. The finance committee meets with the auditor at completion of the audit. A complete review of the audited financials is presented to the finance committee.”