New Roots Institute

“We do not provide a copy of the 990 to board members prior to it being filed. The form is prepared by our CPA, reviewed by the Executive Director and the Director of Operations and filed electronically. It is then posted on our website.”

“Any Director, officer, or member of a committee with Board of Directors delegated powers, who has a direct or indirect financial interest is covered by the policy. After disclosure of the financial interest and all material facts, and after any discussion with the interested person, they shall leave the Board of Directors or committee meeting while the determination of a conflict of interest is discussed and voted upon. The remaining Board of Directors or committee members shall decide if a conflict of interest exists. An interested person may make a presentation at the Board of Directors or committee meeting, but after the presentation, they shall leave the meeting during the discussion of, and the vote on, the transaction or arrangement involving the possible conflict of interest. To ensure the Organization operates in a manner consistent with charitable purposes and does not engage in activities that could jeopardize its tax-exempt status, periodic reviews and training about inurements, impermissive private benefits, and excess benefit transactions shall be conducted. If the Board of Directors or committee has reasonable cause to believe a member has failed to disclose actual or possible conflicts of interest, it shall inform the member of the basis for such belief and afford the member an opportunity to explain the alleged failure to disclose. If, after hearing the member's response and after making further investigation as warranted by the circumstances, the Board of Directors or committee determines the member has failed to disclose an actual or possible conflict of interest, it shall take appropriate disciplinary and corrective action.”

“To establish the Compensation Policy, we researched compensation programs of related organizations, market-priced our jobs using online compensation tools and salary surveys, and worked with external human resource professionals. New Roots has established a flat-rate compensation structure, meaning we pay the exact same salary/hourly rate to every employee within the same leadership layer. For New Roots Institute, a flat-rate structure results in: A simplified compensation system that's easier to administer and explain compared to complex structures with multiple levels and variables. A reputation for fair and equitable pay practices that can be a strong recruitment tool. An approach that aligns well with a culture that values teamwork, equity, and transparency. The Director of Operations submits a salary recommendation to the Board of Directors for the approval of the Executive Director's salary. It includes a description of our methodology, benchmarking sources, and internal salary structure.”

“To establish the Compensation Policy, we researched compensation programs of related organizations, market-priced our jobs using online compensation tools and salary surveys, and worked with external human resource professionals. New Roots has established a flat-rate compensation structure, meaning we pay the exact same salary/hourly rate to every employee within the same leadership layer. For New Roots Institute, a flat-rate structure results in: A simplified compensation system that's easier to administer and explain compared to complex structures with multiple levels and variables. A reputation for fair and equitable pay practices that can be a strong recruitment tool. An approach that aligns well with a culture that values teamwork, equity, and transparency. The Director of Operations submits a salary recommendation to the Board of Directors for the approval of the Managing Director's salary. It includes a description of our methodology, benchmarking sources, and internal salary structure.”

“The Organization posts its 990 to its organizational website. Other documents shall be provided upon request.”