Nathan Adelson Hospice Inc.

“The executive/governance committee is comprised of the Chairman of the Board of Trustees, the Vice Chairman of the Board of Trustees, and the President of the Corporation. When the Board of Trustees is not in session, the Executive/Governance Committee shall have the power and authority of the Board of Trustees to transact all regular business of the Corporation, subject to any limitation imposed by law or by the Board of Trustees. The Executive/Governance Committee shall subsequently report to the Board of Trustees at its next regular meeting all action it has taken.”

“Alan Molasky & Irwin Molasky - Family relationship”

“During the 2019 Tax year the bylaws were updated and include the following changes: 1) Remove Enumeration of Board's General Responsibilities in Favor of Broad General Powers 2) Streamline the Description of the Composition of the Board 3) Clarify the Procedure When a Trustee Resigns 4) Describe a Quorum of the Board 5) Allow Telephone or Video Conferences 6) Update Fiduciary Duties 7) Adopt a Business Judgment Rule Presumption 8) Limit the Liability of a Trustee or Officer Who Acted In Good Faith with Business Judgment 9) Allow Competitive Outside Activities 10) Allow the Hospice to Do Business with Interested Trustees after Full Disclosure 11) Indemnification of Trustees or Officers and financial arrangement or the Purchase of Insurance”

“The ceo, cfo and a representative from the organization's tax preparation firm review the completed form 990 with the organization's finance committee. The finance committee reports on its review of the form 990 to the full board of trustees and recommends approval for filing. All members of the board of trustees receive copies of the form 990 for review prior to filing with the irs. All actions taken by the finance committee and board of trustees related to the review and approval of the form 990 are documented in the meeting minutes.”

“All board of trustee members, officers, and key employees (interested persons) are required to file a disclosure of potential or actual conflicts of interest with the organization. Disclosures are reviewed by the board president and copies are provided to our independent auditors. Interested persons with a conflict of interest are prohibited from participating in deliberations/voting related to a transaction where a conflict exists.”

“The compensation arrangements for the organization's President & Chief Executive Officer (CEO) and other senior leaders are subject to the review and approval of the organization's Board of Trustees. A Board of Trustee appointed Compensation Committee comprised of the Vice President of Employee & Volunteer Solutions and three independent Board of Trustee members, ensures the organization's pay structure and benefits programs are fair, competitive (based on market data), and aligned with the organization's business strategy and mission. Additionally, the committee responsibilities include the following: 1) Overseeing all aspects of compensation provided to senior leadership of the organization, including the President/CEO, in order to reward performance while ensuring fiscal responsibility; 2) Establishing overall total compensation philosophy for the organization; 3) Assuring that the hospice's compensation practices are in compliance with applicable laws and regulations; 4) Analyzing state and national survey data; and 5) Retaining advisers to include compensation experts, as it may deem necessary. The Compensation Committee provides an annual salary analysis, including the compensation package for the CEO and other senior leaders, to the Finance Committee. The Finance Committee reviews the compensation package for the Chief Executive Officer and Senior Leadership, in an annual executive session. Once approved by the committee, the compensation package for the Chief Executive Officer is submitted to the full Board of Trustees for review and approval. Formal approval of the annual compensation package is documented in the minutes of the Board of Trustees' meeting. This review last took place in October of 2019. In 2013, NAH engaged an independent group, CBIZ Human Capital Services Group, to perform an organization wide compensation analysis, including a review of current compensation practices and development of a Market Based Compensation Plan. This plan was approved by the Compensation Committee, Finance Committee and Board of Trustees and adopted by NAH in accordance with the organization's compensation policies. This organization wide compensation analysis was re-done in Q1 of 2018 - a top down analysis is recommended every five years as a best practice. For the five years following a compensation study, CBIZ provides a report of actual and projected salary adjustments for all organizations in the Western US including specific healthcare industry compensation. CBIZ will continue to provide updated information annually through 2023. This data is then utilized by the Compensation Committee to make recommendations and adjustments to the organization's salary structure for all employees; including the President & CEO and other senior leaders for the following fiscal year. These recommendations are reviewed/adjusted and approved by the Finance Committee as well as the Board of Trustees during an executive session. In Q1 2018, NAH also engaged CBIZ to analyze the compensation for the Senior Leadership members. The report included an intermediate sanctions overview, compensation study methodology and findings and recommendations for compensation.”

“Please see the narrative for form 990, section b, part vi, line 15a.”

“Financial statements, governing documents, and conflicts of interest policies are not required disclosures pursuant to Internal Revenue Code (IRS) Section 6104. As such, the organization's financial statements, governing documents, and Conflict of Interest Policy are not available to the public at this time.”

“Net Loss from Subsidiary - -85523; Change in interest in NAH Foundation - -2102183;”