Guardianship Services Inc.

“Governing body: the tarrant county probate bar association requests that one or more of its membership be elected to serve and represent the bar on the gsi board each year.”

“Form 990 review: staff members and the accounting firm review the form 990 with the executive committee and/or the finance committee for approval. After approval from either committee, the chair of that committee will report at the next board meeting the highlights of the form. A copy of the form 990 is made available to all officers and directors electronically before it is signed and filed.”

“Conflict of interest policy: the standard of behavior at guardianship services, inc. Is that all board members, employees and volunteers scrupulously avoid any conflict of interest between the interests of guardianship services, inc. And its clients on one hand, and personal, professional, and business interests on the other. This includes avoiding actual conflicts of interest as well as perceptions of conflicts of interest. The purposes of this policy are: - to protect the integrity of guardianship services, inc.'s decision-making process; - to ensure that the best interest of the client is the primary consideration; - to enable our constituencies to have confidence in our integrity; and - to protect the integrity and reputation of board members. Recognizing that conflicts of interest may occur on several different levels, guardianship services, inc. Requires board members, volunteers, and employees to each sign statements pledging to avoid or disclose potential conflicts of interest. Each board member signs a board member agreement at the beginning of their service on the board. The agreement includes the statement, "i will not take part in any decision related to a possible conflict of interest. I agree to discuss any potential conflict with the board president and the executive director, who may take the potential conflict to the board as a whole."”

“Compensation determination process: salary progression - every three to four years the financial manager conducts a salary study. This includes gathering information from surveys of local non-profits and asking for salary information from other non-profits around the state and nation who provide similar services. Recommended salary ranges are developed from this study and voted on by the board of directors. Salary increases are given according to guidelines set out in the employee handbook quoted below: method of salary progression: salary ranges for each position are established by the board of directors with recommendations from the executive director through the budget/finance and human resources committee, or the board executive committee. Increases within those ranges may occur when an employee is granted a merit increase at the start of a new fiscal year, or at the board's discretion. The president of the board and chair of the human resources committee, or the board executive committee as a whole, conduct the executive director's annual review. All salary increases are documented by memorandum in the employee's file.”

“Public examination of documents: guardian services, inc.'s financial statements and governing documents are available for public inspection upon request.”

“Gsi is committed to conducting its business affairs with a spirit of transparency, honesty and integrity. This commitment applies to relationships with clients, volunteers, vendors and employees. Under these standards of conduct (the "standards"), employees shall not knowingly conduct any business that is not in the full spirit of honest and ethical behavior, nor shall any employee cause another employee or non-employee to act otherwise, either through inducement, suggestion, or coercion. Further, employees shall not knowingly furnish agency or employee information to any individual, business, or entity without the prior written express approval of the executive director. Employees are expected to report dishonest activities and any violation of agency standards or other agency policies by other employees to the employee's supervisor, the hr manager, or the executive director. It is a violation of the standards to initiate or encourage retaliation against any employee or other person who reports known or suspected standards violations. Any violations of the standards of conduct will result in disciplinary action, up to and including termination.”

“The board review process and oversight of the audit has not changed during the tax year.”