2.2. Compensation and Benefits

With respect to employment, compensation and benefits to employees, consultants, contract workers and volunteers, the Executive Director may not cause or allow jeopardy to fiscal integrity or public image.

1. The Executive Director will not change his or her compensation or benefits.
2. The Executive Director will not promise or imply permanent or guaranteed employment.
3. The Executive Director will not establish or change compensation or benefits that:
1. Deviate materially from the geographic or professional market for the skills employed
2. Cause unfunded liabilities to occur or in any way commit the organization to benefits that incur unpredictable future costs.
3. Provide less than basic levels of benefits to all full time employees, though differential benefits to encourage longevity in key employees are not prohibited.
4. Allow any employee to lose benefits already accrued from any foregoing plan.
5. Treat the Executive Director differently from other full time employees.
6. Determine bonuses or severance packages.

Monitoring Schedule: Annual
Monitoring Method: Internal Report

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