Supreme Works Incorporated

“Shena Collins sibling and daughter Herbert Collins father Destiny Collins sibling and daughter”

“Each member can login via the portal to review all 990 forms”

“1. Purpose This policy is designed to protect the integrity of Supreme Works Incorporateds decision-making process by requiring disclosure and managing actual or potential conflicts of interest. 2. Policy Statement It is the policy of Supreme Works Incorporated that all board members officers directors and key employees must avoid any situation that could result in a conflict between their personal interests and the interests of the organization. 3. Annual Disclosure Requirement Each officer director trustee and key employee is required to complete a Conflict of Interest Disclosure Form annually identifying any relationships positions or circumstances that could give rise to a conflict of interest. 4. Monitoring and Enforcement The Executive Director or designated compliance officer: Collects and reviews annual disclosures Maintains a record of all submitted forms Flags potential conflicts for board review Recuses conflicted individuals from discussions and votes related to disclosed conflicts 5. Board Oversight If a potential conflict is identified it is reviewed by the Board of Directors. The individual with the conflict must recuse themselves from any related deliberations and decisions. All such actions are documented in the meeting minutes.”

“Compensation Determination Policy Supreme Works Incorporated 1. Purpose This policy outlines the process used by Supreme Works Incorporated to determine fair and reasonable compensation for individuals in key leadership roles including the Executive Director and other key employees. The policy ensures compliance with IRS guidelines and supports transparency accountability and good governance. 2. Scope This policy applies to the following positions: Executive Director Key Employees Other individuals with substantial influence over the organizations operations Note: Supreme Works Incorporated does not compensate officers. All officers serve on a voluntary basis without pay. 3. Compensation Determination Process To ensure that compensation is fair reasonable and aligned with industry standards Supreme Works Incorporated follows these procedures: A. Review and Approval by Independent Persons Compensation is reviewed and approved by members of the Board of Directors or a designated compensation committee. All individuals involved in this process: Must be free of any conflict of interest with the person whose compensation is being determined Must not receive direct or indirect benefit from the outcome of the compensation decision B. Use of Comparable Market Data To determine appropriate compensation levels the Board or committee uses reliable comparability data which may include: Salary and benefit data from Form 990 filings of similar nonprofit organizations Third-party compensation surveys e.g. GuideStar Nonprofit Times Geographic cost-of-living adjustments and role-specific benchmarks Internal role complexity and qualifications required C. Contemporaneous Substantiation All compensation discussions and decisions are fully documented in board or committee meeting minutes at the time the decision is made. This documentation includes: Names and titles of individuals involved A summary of the comparability data reviewed Date and outcome of the decision Confirmation that no conflicted parties participated in the vote Any additional factors considered This documentation is maintained in the organizations permanent records and is available for inspection upon request. 4. Periodic Review Compensation is reviewed at least annually or when there is a proposed change in salary or job responsibilities. 5. Compliance with IRS Requirements This process is designed to meet the IRSs rebuttable presumption of reasonableness under Treasury Regulation 53.4958-6 thereby reducing the risk of excess benefit transactions.”