Safer Together

“Procedure for Preparation and Review of Form 990. The Organizations Administration Manager is responsible for the timely preparation of the Form 990. The Organizations Administration Manager may confer with accountants and legal counsel of the Organization with respect to drafts of the Form 990. Copies of the completed Form 990 (including required schedules) will also be reviewed by [its Co-Executive Director or Chief Officer of Finance or the Audit Committee or Treasurer (financial officer(s)) of Safer Together. Any questions or concerns will be noted and addressed, and the Administration Manager shall ensure that any appropriate changes are incorporated into the Form 990, which then shall be signed by the Co-Executive Director or other authorized officer of the Organization.”

“General Requirements.A. Periodic Reviews. To ensure that the Company operates in a manner consistent with its charitable purposes and does not engage in activities that could jeopardize its tax-exempt status, the Board shall conduct periodic reviews of compliance with the Policy, including these Procedures. Such periodic reviews shall, at a minimum, include the following subjects:1. Whether compensation arrangements and benefits are reasonable, based on competent survey or other information, and the result of arms-length bargaining; and2. Whether partnerships, joint ventures and arrangements with applicants, grantees, vendors or other service providers conform to the Companys written policies; are properly recorded; reflect reasonable investments or payments for goods and services; further the Companys charitable purposes; and do not result in impermissible private benefit or inurement or an Excess Benefit Transaction.B. Advisement and Periodic Statement.1. Each Interested Person shall be advised of the Policy prior to commencement of such Interested Persons term of office or prior to adoption hereof by the Board, whichever is later. Further, each Interested Person shall be advised of any amendment or modification to the Policy as soon as practicable after such amendment or modification.2. Each Interested Person shall periodically complete and sign a statement in substantially the form attached hereto as Exhibit A, which describes any existing Conflicts involving such person and affirms that such person: (a) has received a copy of the Policy, (b) has read and understands the Policy, (c) has agreed to comply with the Policy, and (d) understands that the Company is a charitable organization and that, in order for it to maintain its federal and state tax exemptions, it must engage primarily in activities that seek to accomplish one or more of its tax-exempt purposes.C. Actions Contrary to the Policy. Any Interested Person who has knowledge of any action or conduct that appears contrary to the Policy, including any existing transaction, arrangement or relationship that may constitute an actual or potential Conflict and that was not approved in accordance with these Procedures, shall report the same to the Board as soon as possible after such action or conduct becomes known. Such disclosure shall be noted in the minutes of the applicable meeting of the Board.D. Committee Members Subject to the Policy. The Policy shall apply to all members of any committee of the Board that has Board-delegated powers in all respects and to the same extent as it applies to the full Board.”

“PROCESS1. Pay Guidelines - Pay increases are dependent on the financial health of the organization and will be reviewed annually during the performance review process.2. Basis for Pay Increases and Bonus Incentives - Pay increases are based upon and supported by the annual performance review process and ongoing feedback throughout the year. Performance is evaluated against established performance criteria and keycontributions to the role, department, and company. Other pay increase criteria include internal pay equity, external pay equity, employee potential, and criticality of skills.3. Communication - Our goals in communicating pay decisions are that employees believe their pay is fair, equitable, and a reward for their performance; are informed of reasoning behind pay decisions; and know exactly where they stand regarding performance and development. We emphasize continuous feedback and discussions on goals and action items throughout the year.”

“PROCESS1. Pay Guidelines - Pay increases are dependent on the financial health of the organization and will be reviewed annually during the performance review process.2. Basis for Pay Increases and Bonus Incentives - Pay increases are based upon and supported by the annual performance review process and ongoing feedback throughout the year. Performance is evaluated against established performance criteria and keycontributions to the role, department, and company. Other pay increase criteria include internal pay equity, external pay equity, employee potential, and criticality of skills.3. Communication - Our goals in communicating pay decisions are that employees believe their pay is fair, equitable, and a reward for their performance; are informed of reasoning behind pay decisions; and know exactly where they stand regarding performance and development. We emphasize continuous feedback and discussions on goals and action items throughout the year.”

“Documents are available upon request.”

“Cont. From part iii, line 1 and working together to increase equitable access and use of free tools and resources by san francisco community members.”

“Since then, we have launched two new programs, Safer Air and Safer Care and have maintained our commitment to hiring folks with lived experience and/or from the communities we serve. Safer Air is a health equity and climate justice program that includes health education around air quality and its impacts on health as well as provides free tools such as air filters and monitors to improve indoor air quality. Safer Care is an expansive harm reduction program that distributes life-saving resources such as Narcan, and builds a recovery community through peer-led support groups. We also connect individuals with SUD to care and treatment through outreach, and provide training to community members and partner organizations around harm reduction. This year we started testing for Hepatitis C as well.”

“The net negative was due to two grants that started later than anticipated and into the start of the following fiscal year. Our continued goal is to achieve a minimum 3 months of reserve for every fiscal year.”