Safer Together

“Procedure for Preparation and Review of Form 990. The Organizations Operations Manager is responsible for the timely preparation of the Form 990. The Organizations Operations 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 Operations 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.Filing of Form 990 (with possible prior distribution to the governing body).The Form 990 shall then be filed with the IRS on a timely basis; provided, if management considers it feasible and appropriate under the circumstances, it may distribute the final version of the Form 990 (with required schedules) to every voting member of the organizations Board of Directors prior to filing with the Internal Revenue Service. The final form may be distributed either in paper or electronic form in any manner deemed appropriate by the Organizations Co-Executive Director or the financial officer.Distribution of Form 990 to All Members of the Governing Body. A copy of the filed Form 990, if the final version was not circulated prior to filing, shall be circulated to the Board of Directors as promptly as reasonably practicable after the filing, and in no case later than its next regular meeting following such filing.”

“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.”

“Key Components of our Compensation Philosophy:1. Base Salary: We determine base salaries based on factors such as job responsibilities,market rates in San Francisco, and individual qualifications. We regularly review and adjust salaries on a minimum annual basis to remain competitive and ensure pay equity. We aim to offer base salaries that lead or match the market rate of each job grade. Each job grade has a salary range of 30 to 40 percent, with the midpoint aligning with the 50th percentile of the market rate.2. Benefits: We offer a comprehensive benefits package, including health insurance, life insurance, retirement plans, and paid time off, to support the overall well-being of our employees and their families. In alignment with our mission of improving health outcomes and well-being in our community, Safer Together pays 99% of employee health plan premiums and 100% of employee life and disability insurance premiums.3. Performance-Based Compensation: We implement a performance-based compensation system that aligns individual and team goals with the achievement of our mission. Performance reviews follow the GOOD method, which assesses employee SMART goals (specific, measurable, achievable, relevant, and time-bound), obstacles, opportunities, and decisions. Employees are evaluated annually on their contributions, and performance-based increases are determined during the annual review cycle. In addition to the annual review cycle, employees are granted the opportunity to review their compensation on a bi-annual basis, in alignment with their professional development and growth.4. Professional Development: We encourage and support ongoing professional development opportunities, including training, mentorship, and educational assistance, to help our employees grow in their careers.5. Incentives for DEIJ: We promote diversity, equity, and inclusion through initiatives such as pay equity assessments, diversity hiring practices, and programs to foster an inclusive workplace.6. Transparency: We maintain transparency in our compensation practices by providing employees with clear information about how their compensation is determined and promoting open communication.7. Market Research: We regularly conduct market research to ensure our compensation packages remain competitive in the San Francisco area. Our market data is sourced from the Northern California Nonprofit Compensation and Benefits survey, as well as additional resources that inform market rates within San Francisco nonprofits that are similar to Safer Together in size ($1-$5 million in annual revenue).”

“Key Components of our Compensation Philosophy:1. Base Salary: We determine base salaries based on factors such as job responsibilities,market rates in San Francisco, and individual qualifications. We regularly review and adjust salaries on a minimum annual basis to remain competitive and ensure pay equity. We aim to offer base salaries that lead or match the market rate of each job grade. Each job grade has a salary range of 30 to 40 percent, with the midpoint aligning with the 50th percentile of the market rate.2. Benefits: We offer a comprehensive benefits package, including health insurance, life insurance, retirement plans, and paid time off, to support the overall well-being of our employees and their families. In alignment with our mission of improving health outcomes and well-being in our community, Safer Together pays 99% of employee health plan premiums and 100% of employee life and disability insurance premiums.3. Performance-Based Compensation: We implement a performance-based compensation system that aligns individual and team goals with the achievement of our mission. Performance reviews follow the GOOD method, which assesses employee SMART goals (specific, measurable, achievable, relevant, and time-bound), obstacles, opportunities, and decisions. Employees are evaluated annually on their contributions, and performance-based increases are determined during the annual review cycle. In addition to the annual review cycle, employees are granted the opportunity to review their compensation on a bi-annual basis, in alignment with their professional development and growth.4. Professional Development: We encourage and support ongoing professional development opportunities, including training, mentorship, and educational assistance, to help our employees grow in their careers.5. Incentives for DEIJ: We promote diversity, equity, and inclusion through initiatives such as pay equity assessments, diversity hiring practices, and programs to foster an inclusive workplace.6. Transparency: We maintain transparency in our compensation practices by providing employees with clear information about how their compensation is determined and promoting open communication.7. Market Research: We regularly conduct market research to ensure our compensation packages remain competitive in the San Francisco area. Our market data is sourced from the Northern California Nonprofit Compensation and Benefits survey, as well as additional resources that inform market rates within San Francisco nonprofits that are similar to Safer Together in size ($1-$5 million in annual revenue).”

“Documents are available upon request.”

“And use of free tools and resources by san francisco community members.”

“Safer air was born in spring 2022 out of a desire to provide our communities with another tool to combat covid-19. Through our covid-19 testing program and covid-19's infectious airborne transmission, we witnessed the high correlation of the highest positive case rates among our most vulnerable families who also had the highest rates of asthma, respiratory and vascular illnesses. Our staff who are from the communities most affected by covid-19, asthma, respiratory and vascular illnesses catalyzed our safer air program. Neighborhoods with the highest pollution indexes were also those with the highest rates of covidneighborhoods where there are high concentrations of families of color. Through our safer air program we have provided over 268 free, built in house air purifiers, trained over 280 community members on the benefits of clean air and how to monitor and improve their indoor air quality, therefore also improving their asthma, respiratory and vascular illnesses, and syndemic health outcomes.”

“In 2023, the Organization changed the fiscal year end to June 30th to better align with business activities. Because of this, a 2022 Form 990 was submitted for the short year 1/1 through 6/30/2022. However, due to the form preparation and efiling restrictions by the IRS, the Form 990 filing for the fiscal year ended 6/30/2023 is also being prepared using the 2022 Form 990. As a result, it is marked as "Amended" but no amendment has actually been made to the FY2023 Form 990.”