Cross-Cultural Solutions Inc

“A copy of the 990 was provided to the organization's governing body, the board of directors, before it was filed. The process included a thorough review of the form by the executive director and key staff members in conjunction with the organization's accounting firm and legal counsel. The final draft of the form 990 was presented to the board of directors prior to filing for their review and comment. The executive team, legal council and the accounting firm are available to the board for consultation concerning this review. A copy of the final form 990 is provided to all board members for their approval before filing.”

“THE ORGANIZATION REGULARLY AND CONSISTENTLY MONITORed AND ENFORCEd THE WRITTEN CONFLICT OF INTEREST POLICY DISTRIBUTING THE POLICY ON AN ANNUAL BASIS TO OFFICERS, DIRECTORS, TRUSTEES, AND KEY EMPLOYEES, WHO ARE REQUIRED TO COMPLETE, SIGN AND SUBMIT THE FORM ANNUALLY DISCLOSING ANY POTENTIAL CONFLICTS OF INTEREST. THE CONFLICT OF INTEREST POLICY IS DESIGNED TO PREVENT THE PERSONAL INTEREST OF BOARD MEMBERS FROM INTERFERING WITH THE PERFORMANCE OF THEIR DUTIES TO CROSS-CULTURAL SOLUTIONS OR WHICH WILL RESULT IN PERSONAL FINANCIAL, PROFESSIONAL, OR POLITICAL GAIN ON THE PART OF SUCH PERSONS AT THE EXPENSE OF CROSS-CULTURAL SOLUTIONS OR ITS SUPPORTERS AND STAKEHOLDERS. ANY CONFLICT OF INTEREST, OR THE APPEARANCE OF A CONFLICT OF INTEREST, MUST BE DISCLOSED TO THE CHAIR OF THE BOARD IN WRITING. THE CHAIR OF THE BOARD Would REVIEW THE CONFLICT OF INTEREST, AND WILL BRING TO THE ATTENTION OF THE BOARD OF DIRECTORS IF NECESSARY. FULL DISCLOSURE IS NECESSARY. FULL DISCLOSURE ENABLES STAFF MEMBERS TO RESOLVE UNCLEAR SITUATIONS AND GIVES AN OPPORTUNITY TO DISPOSE OF CONFLICTING INTERESTS. FULL DISCLOSURE IS NECESSARY EVEN IF A STAFF MEMBER BECOMES AWARE OF THE CONFLICT AFTER THE TRANSACTION IS COMPLETE. AT A MINIMUM, INDIVIDUALS THAT HAVE A CONFLICT OF INTEREST ARE REQUIRED TO ABSTAIN FROM DELIBERATIONS AND DECISIONS REGARDING TRANSACTIONS RELATED TO THEIR CONFLICT OF INTEREST. IN SOME CASES, ADDITIONAL MEASURES MAY BE NECESSARY AND ARE DETERMINED ON CASE-BY-CASE BASIS WITH THE GUIDING PRINCIPLE BEING UPHOLDING THE HIGHEST ETHICAL STANDARDS AND MEETING OR EXCEEDING ESTABLISHED BEST PRACTICES OF GOVERNANCE RELATING TO THESE MATTERS. IN ADDITION TO THE ABOVE CONFLICT OF INTEREST POLICY FOR OFFICERS, DIRECTORS, TRUSTEES, AND KEY EMPLOYEES, THE ORGANIZATION ALSO HAS A SIMILAR POLICY FOR STAFF MEMBERS. THE POLICY IS PROVIDED TO ALL STAFF MEMBERS UPON HIRING AND IS IN THE PERSONNEL MANUAL THAT IS PROVIDED TO ALL STAFF MEMBERS. THE CONFLICT OF INTEREST POLICY FOR ALL STAFF MEMBERS REQUIRES THAT ANY CONFLICT IS BROUGHT TO THE ATTENTION OF THE EXECUTIVE TEAM, WHO WILL REVIEW THE CONFLICT. THE EXECUTIVE TEAM WILL DETERMINE WHAT ACTION IS NECESSARY, WHICH WILL INCLUDE AT A MINIMUM THE STAFF MEMBER ABSTAINING FROM DECISIONS RELATED TO THEIR CONFLICT OF INTEREST.”

“I. Description of process for determining compensation for Executive Director and other officers. An independent compensation committee of the CCS Board of Directors follows the process described in the IRS intermediate sanctions rules when determining the compensation of its Executives. Specifically, the committee: (1) is composed entirely of non-employee volunteer directors who have no familial, business or significant personal relationships with CCS or its executives. (2) assesses the contribution and performance of each executive in meeting objectives focused on CCS's success. (3) engages an independent compensation consulting firm to compile appropriate comparability data (including compensation market information for peers with whom the CCS competes for executive talent) for committee reliance. The Committee confers with representatives of the consulting firm to review this data in detail. (4) reviews all elements of each executive's total compensation, including but not limited to salary and health benefits. Upon the executive's hire, and at each point in time thereafter at which a new or revised compensation arrangement is under consideration with respect to the executive, the committee confers with its independent compensation consulting firm before the arrangement is implemented to evaluate the reasonableness of the arrangement by comparing both the arrangement itself and the executive's entire compensation package to compensation packages paid by similarly situated organizations for functionally comparable positions. (5) documents, concurrently with its determination, the basis for its determination in the minutes of its meeting. The minutes are reviewed, revised if necessary and approved at the following meeting of the committee. II. The officers or positions for which the process described above was used to establish compensation and the year in which the process was last undertaken for each position: Executive director, executive vice president and chief operating officer - last conducted in 2014 for employment agreement for the period 2015-2019.”

“The audited financial statements, form 990, governing documents, and conflict of interest policy are public documents, and are all available to the public within a timely manner through requesting these from our headquarters office in writing, via telephone, or via email. There is also a link on the ccs website directly to the form 990 on guidestar.”

“TO OPERATE VOLUNTEER PROGRAMS IN PARTNERSHIP With COMMUNITY INITITATIVES, BRINGING PEOPLE tOGETHER TO WORK SIDE BY SIDE WHILE SHARING PERSPECTIVES & FOSTERING CULTURAL UNDERSTANDING.”

“THE ORGANIZATION IS A 501(C)3 NON-PROFIT ORGANIZATION WITH NO POLITICAL OR RELIGIOUS AFFILIATIONS THAT WORKS WITH INTERNATIONAL VOLUNTEERS TO EMPOWER LOCAL COMMUNITIES, FOSTER CULTURAL UNDERSTANDING, AND CONTRIBUTE GRASSROOTS SOLUTIONS TO GLOBAL CHALLENGES. THE ORGANIZATION HAS A WORLDWIDE STAFF OF OVER 250 FULL-TIME STAFF MEMBERS. CROSS-CULTURAL SOLUTIONS OFFERED INTERNATIONAL VOLUNTEER PROGRAMS IN BRAZIL, COSTA RICA, GHANA, GUATEMALA, INDIA, MOROCCO, PERU, TANZANIA, AND THAILAND. THE ORGANIZATION ESTABLISHED VOLUNTEER PLACEMENTS AND PROVIDED TRAINING AND ASSISTANCE, LODGING, MEALS, LOCAL TRANSPORTATION, TRAVEL MEDICAL INSURANCE, AND OTHER NEEDED SERVICES AND LOGISTICS TO SUPPORT VOLUNTEERS. CROSS-CULTURAL SOLUTIONS' VOLUNTEERS WORK FALLS PRIMARILY IN THE FOLLOWING CCS PROJECTS: EDUCATION & LITERACY, CHILD DEVELOPMENT, GIRL'S & WOMEN'S EMPOWERMENT, GLOBAL HEALTH, SUPPORT FOR PEOPLE WITH DISABILITIES, HIV/AIDS, AND AGING WITH DIGNITY: IN 2016, CROSS-CULTURAL SOLUTIONS VOLUNTEERS WORKED IN THE ABOVE CAPACITIES IN PROJECTS THROUGHOUT 10 COUNTRIES. THE ORGANIZATION WORKS IN PARTNERSHIP WITH OVER 350 COMMUNITY-LED GRASSROOTS ORGANIZATIONS AROUND THE WORLD SUCH AS ORPHANAGES AND CHILDCARE CENTERS, SCHOOLS, HEALTH CLINICS, AND HOSPITALS, HOMES FOR THE ELDERLY, CENTERS FOR PEOPLE WITH DISABILITIES, AND OTHER COMMUNITY ORGANIZATIONS. THE ORGANIZATION'S VOLUNTEER SATISFACTION RATE FOR 2016 WAS 99.5%. IN KEEPING WITH ITS PHILOSOPHY OF "LOCAL PEOPLE ARE THE EXPERTS," EACH OF THE ORGANIZATION'S OFFICES ARE STAFFED EXCLUSIVELY WITH HOST COUNTRY NATIONALS. THE COUNTRY DIRECTORS ARE LOCAL LEADERS IN THEIR FIELDS AND TYPICALLY HAVE AT LEAST 10 YEARS OF INTERNATIONAL DEVELOPMENT AND/OR CULTURAL EXCHANGE EXPERIENCE. THE ORGANIZATION HAS 11 PROGRAM SITES WITH STAFF SIZES TYPICALLY RANGING FROM 8 - 15. THE ORGANIZATION'S EXECUTIVE DIRECTOR AND FOUNDER IS STEVEN C. ROSENTHAL WHO FOUNDED CROSS-CULTURAL SOLUTIONS AFTER HIS PERSONAL EXPERIENCE VOLUNTEERING IN AFRICA INSPIRED HIM TO CREATE AN ORGANIZATION TO HELP OTHERS VOLUNTEER OVERSEAS. MR. ROSENTHAL CONTINUED TO LEAD CROSS-CULTURAL SOLUTIONS AS EXECUTIVE DIRECTOR, IN A FULL-TIME CAPACITY UNTIL THE ENTITY'S DISSOLUTION. THROUGH COLLABORATIONS AND PARTNERSHIPS, CCS STRIVED TO PROMOTE EXCELLENCE IN THE FIELD, GREATER ACCESSIBILITY FOR VOLUNTEERING ABROAD, AND AN IMPROVED UNDERSTANDING OF THE POTENTIAL FOR INTERNATIONAL VOLUNTEERS TO CONTRIBUTE TO GLOBAL CHANGE AND PEACE. CCS CONTINUED WORKING WITH MOBILITY INTERNATIONAL TO SHARE EXPERTISE IN INTERNATIONAL VOLUNTEERING PROGRAMS, SHARE EXPERIENCES WORKING WITH VOLUNTEERS WHO HAVE DISABILITIES, AND IMPLEMENT BEST PRACTICES IN ADDRESSING THE UNIQUE NEEDS OF PEOPLE WITH DISABILITIES EFFECTIVELY. WE CONTINUED OUR pARTNERSHIP WITH TRAVELOCITY AND THEIR "TRAVEL FOR GOOD" PROGRAM. CROSS-CULTURAL SOLUTIONS WAS AN ACTIVE MEMBER IN THE BUILDING BRIDGES COALITION, A PROJECT OF THE BROOKINGS INSTITUTION'S INITIATIVE ON INTERNATIONAL VOLUNTEERING AND SERVICE. THE ORGANIZATION'S EXECUTIVE DIRECTOR IS THE CHAIRMAN OF THE BUILDING BRIDGES COALITION, A PROJECT OF THE BROOKINGS INSTITUTION'S INITIATIVE ON INTERNATIONAL VOLUNTEERING AND SERVICE. THE ORGANIZATION WAS ALSO A MEMBER OF THE INTERNATIONAL VOLUNTEER PROGRAMS ASSOCIATION (IVPA), THE NONPROFIT COORDINATING cOMMITTEE OF NEW YORK, AND THE NEW ROCHELLE CHAMBER OF COMMERCE. THE ORGANIZATION WAS REGISTERED WITH THE NEW YORK STATE ATTORNEY GENERAL'S OFFICE OF CHARITIES. THE ORGANIZATION HAS BEEN FEATURED IN OVER 1000 PUBLICATIONS AND BROADCASTS, INCLUDING CNN, THE NEW YORK TIMES, THE SAN FRANCISCO CHRONICLE, TIME, NEWSWEEK, AARP, THE CHICAGO TRIBUNE, THE TORONTO STAR, THE TODAY SHOW, USA TODAY, NATIONAL GEOGRAPHIC TRAVELER, AND ABC NIGHTLY NEWS. THE ORGANIZATION PARTNERED WITH CARE, ONE OF THE WORLD'S LARGEST HUMANITARIAN ORGANIZATIONS, CROSS-CULTURAL SOLUTIONS WAS ALSO IN CONSULTATIVE STATUS WITH THE UNITED NATIONS.”

“Dissolution 587,524.”