Bridgeway Health Clinics Inc

“The final draft 990 is distributed to the clinic program director and financial consultant for review, questions, input, and approval before submittal to the internal revenue service.”

“Bridgeway health clinics, inc. (bhc) requires board of directors (bod) and officers to complete a conflict of interest statement each year. All significant transactions are reviewed by management and the bod to ensure that no conflict of interest exists. The human resources (hr) department will investigate all allegations of violations. Proportionate disciplinary action will be taken including dismissal based upon the fact finding of the due diligence investigation(s). A board member had to resign due to his wife being hired as a contractor.”

“Line 15a and line 15b - compensation process for ceo, executive director, or top management official as well as for other officers and key employees the human resources (hr) department maintains the classification plan. The classification plan is a hierarchal group of positions and wage/salary ranges within bhc. The wage/salary ranges reflect the value of a job in the external market and/or internal value to bhc. Key factors that the classification plan directly relates to are talent recruitment, motivation, and internal equity. Maintaining a strong wage/salary structure is imperative for bhc in order to be align with the overall labor market. The classification plan assists bhc in avoiding paying associates too much and increasing operating costs or paying associates too little and having difficulty attracting and retaining top talent. To ensure bhc remains competitive within the marketplace, hr will initiate an annual review of the classification plan in july. This in-depth adjustment involves a selection of representative sample of benchmark jobs using current published compensation surveys for bhc's competitive market. The competitive salary data is collected and then compared to bhc's salary range of midpoints to the market medians. Positions are grouped into different classification levels based upon the minimum years of experience and education for the position and contractual requirements. Bhc's classification plan identifies the progression of position grouping through levels and assists in determining the appropriate placement of a position. Annual updates to bhc's classification plan include the following: * review wage statistics from the bureau of labor statistics (bls.gov) website of occupational employment and wages for each position within the different classification levels in comparison to what is currently in place within bci's classification plan. The results will help bhc determine the degree to which the wage ranges should be adjusted. It will also identify any positions or a position group whose pay is moving at a different pace than the rest of the market and may need to be adjusted into a different classification level. * identification and addition of new positions that are not listed within a level of bhc's classification plan or organizational chart. All positions are listed in a classification level within the classification plan and on the organizational chart. * identification of positions that will not be re-filled and require deletion from bhc's classification plan and organizational chart. * when an analysis reveals that a position is underpaid resulting in a base wage increase, an audit is conducted of the positions effected by the increase within that classification level. Necessary adjustments will be made to the associate's wage to ensure that it meets the new minimum base (starting) wage for that position. * when an analysis reveals that a position is overpaid, bhc may "red-line" that position by keeping the base pay the same for current associates. Bhc will also adjust the pay level downward when filling the job after those associates separate from employment.”

“The financial statements, governing documents, and conflict of interest policy are available upon request.”

“Bridgeway health clinics opened during covid pandemic and ceased the operations in this fiscal year when pandemic was over. Remaining liabilites were forgiven by creditors after all assets were exhausted.”

“Other professional fees: program service expenses 44,004. Management and general expenses 0. Fundraising expenses 0. Total expenses 44,004.”