100 Fold

“The board is not large enough for the use of committees.”

“The form 990 will be made available to the organization prior to filing.”

“I. Purpose the purpose of this conflict of interest policy is to protect the interests of 100fold when entering into any arrangement that might benefit the private interests of an individual involved with the organization. This policy is intended to ensure 100fold operates transparently, ethically, and in compliance with applicable laws. Ii. Definition of conflict of interest a conflict of interest arises when a person in a position of authority at 100fold, such as a director, officer, or employee, has a personal, financial, or other interest that may affect their ability to act in the best interest of the organization. Iii. Duty to disclose a. Any individual with a potential conflict of interest must disclose the nature of the conflict to the board of directors. B. The disclosure must be made promptly and in writing to the board or a designated compliance officer. Iv. Procedures for addressing a conflict of interest a. The individual with the conflict shall not participate in or be present during discussions or decisions regarding the matter. B. The board of directors will determine if a conflict of interest exists and, if so, what action is necessary to address it. C. If a conflict is identified, alternative arrangements will be pursued to avoid the appearance of improper influence. V. Records of proceedings a. The minutes of the board meeting shall document: a. The nature of the conflict disclosed. B. The discussion and decision-making process, including any alternatives considered. C. The final determination and actions taken to address the conflict.”

“In determining the compensation for the executive director, 100fold followed a structured and objective process to ensure alignment with fair market practices and compliance with irs guidelines. Our methodology included: 1. Comparable market data - we collected and analyzed compensation data from similar nonprofit organizations of comparable size, mission, and geographic location. - sources included nonprofit salary surveys, publicly available form 990s of peer organizations, and industry benchmarks. 2. Compensation committee review - a compensation committee, independent from the executive director, reviewed the data to ensure accuracy and relevance. - the committee also took into consideration the executive director's qualifications, responsibilities, and experience. 3. Performance and organization size - the executive director's compensation was set to reflect the scope of responsibilities, organizational goals, and performance expectations. - consideration was given to 100fold's initial year objectives and growth trajectory, recognizing the strategic leadership required to launch and scale operations. 4. Board approval - the compensation package was formally approved by the board of directors to ensure transparency and compliance with governance standards. - any board members with conflicts of interest were excluded from the decision-making process. This approach ensured that the executive director's compensation is both competitive and aligned with 100fold's mission, while remaining in compliance with irs standards for reasonable executive compensation.”

“The documents are available for public inspection when requested from the chief operating officer or other board members.”