Month: February 2020

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The a summary of the following policy is to be included at the end of all email correspondence of the Leffler Foundation.  Below is the text of the full policy. Overview Information, including information entrusted to Leffler Foundation Inc by its clients, donors and business partners must be protected by taking reasonable and appropriate steps to ensure information’s confidentiality, integrity, and availability. All members of the Leffler Foundation Inc workforce and all information systems used by Leffler Foundation Inc are required to comply with the information security policies. Monitoring Employees should assume that the contents of any message, document, or other matter sent through any communications services and equipment used by Leffler Foundation Inc may be seen by Leffler Foundation Inc management and others with a legitimate need to know. To protect the interests of our clients and donors, Leffler Foundation Inc reserves the right...
Diversity Policy - Leffler Foundation Inc At LHI, our goal is to create an environment where everyone—no matter their background—can succeed, feel a sense of belonging, and learn from one another.  We know that diversity, equity, and inclusion improve employee experience, helps us understand and serve our customers better, and makes us a stronger business. With the strong support of our CEO and leadership, and true passion from our employees, we strive to be an industry leader and create a culture that represents our values. Diversity This includes all the ways that individuals or groups are uniquely different from one another. At LHI, we embrace a broader definition of diversity that not only includes race, ethnicity, and gender but also includes age, national origin, religion, disability, sexual orientation, gender identity, socioeconomic status, education, marital status, language, and all the other things that influence our ideas, values,...
We recognize that diversity and inclusion are multi-faceted issues and that we need to tackle these subjects holistically to better engage and support all underrepresented groups within business. To do this, we believe we also need to address honestly and head-on the concerns and needs of our diverse employees and increase equity for all, including Blacks, Latinos, Asians, Native Americans, LGBTQ, disabled, veterans and women. This group convened to ask what we can do collectively as business leaders, because one fact is clear: we have to do more. For us, this means committing to four initial goals that we hope will catalyze further conversation and action around diversity and inclusion within the workplace and foster collaboration among our organizations: We will continue to make our workplaces trusting places to have complex, and sometimes difficult, conversations about diversity and inclusion: We will create and maintain environments, platforms,...
PURPOSE OF THIS TOOL: Certain federal laws prohibit the destruction of certain documents. Not-for-profit organizations should have a written, mandatory document retention and periodic destruction policy. Policies such as this will eliminate accidental or innocent destruction. In addition, it is important for administrative personnel to know the length of time records should be retained to be in compliance.  Document Destruction The Document Retention and Destruction Policy identifies the record retention responsibilities of staff, volunteers, members of the board of directors, and outsiders for maintaining and documenting the storage and destruction of the organization’s documents and records.  The organization’s staff, volunteers, members of the board of directors, committee members and outsiders (independent contractors via agreements with them) are required to honor the following rules:  a. Paper or electronic documents indicated under the terms for retention in the following section will be transferred and maintained by (fill...
In keeping with the policy of maintaining the highest standards of conduct and ethics, Leffler Foundation Inc (“LFI”) will investigate complaints of suspected fraudulent or dishonest use or misuse of its resources or property by staff, board members, consultants, volunteers, or clients. To maintain the highest standards of service, LFI will also investigate complaints concerning its programs and services. Staff, board members, consultants, volunteers, clients, and community members are encouraged to report suspected fraudulent or dishonest conduct or problems with services provided, pursuant to the procedures set forth below. This policy supplements, and does not replace, any procedures required by law, regulation, or funding source requirements. Reporting. A person’s concerns about possible fraudulent or dishonest use or misuse of resources or property, or program operation, should be reported: to the LFI Vice President for Administration/Human Resources (if an employee or volunteer); to the Chairperson of...
The Executive Director of the Leffler Foundation Inc (the “Nonprofit”) is the principal representative of the Leffler Foundation Inc, and the person responsible for the efficient operation of the Nonprofit.  Therefore, it is the desire of the Nonprofit to provide a fair yet reasonable and not excessive compensation for the Executive Director (and any other highly compensated employees and consultants).  The annual process for determining compensation is as follows: The Nonprofit shall, either the full board or a compensation committee annually evaluate the Executive Director on his/her performance, and ask for his/her input on matters of performance and compensation.  Board Approval. The executive committee will obtain research and information to make a recommendation to the full board for the compensation (salary and benefits) of the Executive Director (and other highly compensated employees or consultants) based on a review of comparability data.  For example, the Executive...
2.3 Disclosure and Management of Conflicts of Interest Should an appearance of impropriety or actual conflict of interest exist, appropriate actions must be taken, which will vary depending upon the particular facts. The employee involved in the conflict situation must work cooperatively with their manager to achieve a resolution of the conflict issues in the best interests of the foundation, as requested by the foundation. This may include the employee being removed from a position of decision-making authority with respect to the conflict situation or other more serious actions, depending upon the nature of the conflict. If the conflict involves a grant or a contract being entered into by the foundation, the due diligence review process must disclose the conflict and document the steps taken to address the conflict. A copy of this information must be provided to the Legal Team. 3. Gifts As a...
ARTICLE I. NAME OF ORGANIZATION  The name of the corporation is Leffler Foundation Inc ARTICLE II. CORPORATE PURPOSE  Section 1. Nonprofit Purpose  This corporation is organized exclusively for charitable, religious, educational, and scientific purposes, including, for such purposes, the making of distributions to organizations that qualify as exempt organizations under section 501(c)(3) of the Internal Revenue Code, or the corresponding section of any future federal tax code.  Section 2. Specific Purpose   The Leffler Foundation Inc champions technology causes with young adults and adults primarily in Kentucky and Indiana.  We do this in two primary ways: We believe too few women are in technology.  Society has steered women to roles that were once perceived more feminine and not technical.  This is to the detriment of technology and hampers the future of society.  We want to encourage more women to be involved in this field. We believe...
Feb 21 2020 Leffler Foundation was established.