Nehemiah Community Reinvestment Fundinc

“This policy shall apply to ncrf: the president & chief executive officer (ceo) shall ensure that tax payments and other government-ordered payments or filings are filed in a timely and accurate manner. Irs form 990's shall be reviewed by the controller, the cfo, and the ceo to insure accuracy and completeness. The ceo or cfo shall sign and certify that the irs form 990 is accurate and complete. The audit committee of the board of directors shall review and approve the irs form 990 annual tax filing prior to submission, and the full board shall receive a copy of the irs form 990 within 30 days of its submission. Consistent with the internal revenue code and regulation, copies of the organization's form 990 shall be made available to requestors within 30 days of receipt of a written request.”

“Board members and employees are required to complete conflict of interest forms annually. Whenever any officer or director has a conflict of interest or a perceived conflict of interest with the company, he or she shall notify the board chair of such conflict in writing. Whenever any staff member has a conflict of interest or a perceived conflict of interest with the company, he or she shall notify the chief executive officer of such conflict in writing. When any conflict of interest is relevant to a matter that comes under consideration or requires action by the board, or a board committee, the interested person shall call it to the attention of the board chair and shall not be present during board or committee discussion or decision on the matter. However, that person shall provide the board or applicable committee with any and all relevant information on the particular matter. The minutes of the meeting of the board or its committee shall reflect that the conflict of interest was disclosed, that the interested person was not present during discussion or decision on the matter, and did not vote.”

“This policy shall apply to nehemiah corporation of america, its affiliates and subsidiaries (the "company"). The company's primary objective is to provide a reasonable and competitive executive total compensation opportunity consistent with market-based compensation practices for individuals possessing the experience and skills required to achieve the overall performance objectives of the organization. The company's executive compensation program is designed to: encourage the attraction and retention of high-caliber executives. Provide a competitive total compensation package, including benefits. Strongly support and further transition to a "pay for performance" culture through the use of incentives for key employees. Reinforce the goals of the organization by supporting teamwork and collaboration. Be flexible to reward individual accomplishments as well as organizational success balance the need to be competitive with the limits of available financial resources ensure that the program complies with state and federal legislation and regulation. Ensure that the program is easy to explain, understand, and administer. Ensure that pay is perceived to be fair and equitable. Program market position the company shall consider both comparable nonprofit and relevant for-profit organizations to benchmark its executive compensation program. An independent compensation consultant shall utilize reliable published not-for-profit and relevant for-profit compensation surveys. Additionally, the independent compensation consultant shall conduct relevant market surveys to establish compensation ranges for the company's highly compensated positions. Given the company's commitment to attract and retain the highest caliber senior talent, total compensation, including benefits, for its senior level positions may fall in the 50-75 percentile range of market. However, the company's executive compensation program is intended to be flexible so that compensation may be above or below the median based on experience, performance, and business need to attract and retain specific talent. Governance and procedures the company's board of directors will administer the executive compensation program. The board of directors is responsible for establishing and maintaining a competitive compensation program for the key executives of the organization. The board meets as needed to review the compensation program and make changes, as appropriate. The board will commission an annual review by an independent consulting firm to evaluate the president & chief executive officer's (ceo) compensation against the competitive market. The evaluation is reviewed on the anniversary of the ceo's date of hire to ensure that the compensation for that position falls within a reasonable range for comparable positions among similarly situated organizations. Following this review, the board may approve adjustments to base salaries and annual incentive opportunity adjustments for the ceo. Annual reviews will not be completed in years in which no salary increases are proposed. The president & ceo shall be responsible for the administration of executive compensation program for highly compensated positions other than the ceo. The ceo will commission an annual review by an independent consulting firm to evaluate the compensation program for other highly compensated positions on the anniversary of their respective dates of hire to ensure that compensation for these positions fall within a reasonable range of for comparable positions among similarly situated organizations. Following this review, the ceo may approve adjustments to base salaries and annual incentive opportunity adjustments for these highly compensated positions. Annually, the ceo shall provide a report to the board describing the compensation level for all highly compensated positions and the results of the independent compensation reviews. Annual reviews and board reports will not be completed in years in which no salary incre”

“Available to requestors within 30 days of written notice”