Hope International Ministries
DOCUMENT RETENTION AND DESTRUCTION POLICY
AS OF JANUARY 1, 2016
- Policy and Purposes
This Policy represents the policy of Hope International Ministries (the “organization”) with respect to the retention and destruction of documents and other records, both in hard copy and electronic media (which may merely be referred to as “documents” in this Policy). Purposes of the Policy include (a) retention and maintenance of documents necessary for the proper functioning of the organization as well as to comply with applicable legal requirements; (b) destruction of documents which no longer need to be retained; and (c) guidance for the Board of Directors, officers, staff and other constituencies with respect to their responsibilities concerning document retention and destruction. Notwithstanding the foregoing, the organization reserves the right to revise or revoke this Policy at any time.
- Responsibilities of the Administrator. The organization’s Business Manager for Hope International Ministries shall be the administrator (“Administrator”) in charge of the administration of this Policy. The Administrator’s responsibilities shall include supervising and coordinating the retention and destruction of documents pursuant to this Policy and particularly the Document Retention Schedule included below. The Administrator shall also be responsible for documenting the actions taken to maintain and/or destroy organization documents and retaining such documentation. The Administrator may also modify the Document Retention Schedule from time to time as necessary to comply with law and/or to include additional or revised document categories as may be appropriate to reflect organizational policies and procedures. The Administrator is also authorized to periodically review this Policy and Policy compliance with legal counsel and to report to the Board of Directors as to compliance. The Administrator may also appoint one or more assistants to assist in carrying out the Administrator’s responsibilities, with the Administrator, however, retaining ultimate responsibility for administration of this Policy.
- Responsibilities of Constituencies. This Policy also relates to the responsibilities of board members, staff, volunteers and outsiders with respect to maintaining and documenting the storage and destruction of the organization’s documents. The Administrator shall report to the Board of Directors (the board members acting as a body), which maintains the ultimate direction of management. The organization’s staff shall be familiar with this Policy, shall act in accordance therewith, and shall assist the Administrator, as requested, in implementing it. The responsibility of volunteers with respect to this Policy shall be to produce specifically identified documents upon request of management, if the volunteer still retains such documents. In that regard, after each project in which a volunteer has been involved, or each term which the volunteer has served, it shall be the responsibility of the Administrator to confirm whatever types of documents the volunteer retained and to request any such documents which the Administrator feels will be necessary for retention by the organization (not by the volunteer).Outsiders may include vendors or other service providers. Depending upon the sensitivity of the documents involved with the particular outsider relationship, the organization, through the Administrator, shall share this Policy with the outsider, requesting compliance. In particular instances, the Administrator may require that the contract with the outsider specify the particular responsibilities of the outsider with respect to this Policy.
- Suspension of Document Destruction; Compliance. The organization becomes subject to a duty to preserve (or halt the destruction of) documents once litigation, an audit or a government investigation is reasonably anticipated. Further, federal law imposes criminal liability (with fines and/or imprisonment for not more than 20 years) upon whomever “knowingly alters, destroys, mutilates, conceals, covers up, falsifies, or makes a false entry in any record, document, or tangible object with the intent to impede, obstruct, or influence the investigation or proper administration of any matter within the jurisdiction of any department or agency of the United States of America or in relation to or contemplation of any such matter or case.” Therefore, if the Administrator becomes aware that litigation, a governmental audit or a government investigation has been instituted, or is reasonably anticipated or contemplated, the Administrator shall immediately order a halt to all document destruction under this Policy, communicating the order to all affected constituencies in writing. The Administrator may thereafter amend or rescind the order only after conferring with legal counsel. If any board member or staff member becomes aware that litigation, a governmental audit or a government investigation has been instituted, or is reasonably anticipated or contemplated, with respect to the organization, and they are not sure whether the Administrator is aware of it, they shall make the Administrator aware of it. Failure to comply with this Policy, including, particularly, disobeying any destruction halt order, could result in possible civil or criminal sanctions. In addition, for staff, it could lead to disciplinary action including possible termination.
- Electronic Documents; Document Integrity. Documents in electronic format shall be maintained just as hard copy or paper documents are, in accordance with the Document Retention Schedule. Due to the fact that the integrity of electronic documents, whether with respect to the ease of alteration or deletion, or otherwise, may come into question, the appropriate “IT” representative shall attempt to establish standards for document integrity, including guidelines for handling electronic files, backup procedures, archiving of documents, and regular checkups of the reliability of the system; provided, that such standards shall only be implemented to the extent that they are reasonably attainable considering the resources and other priorities of the organization.
- Privacy. It shall be the responsibility of the Administrator, after consultation with counsel, to determine how privacy laws will apply to the organization’s documents from and with respect to employees and other constituencies; to establish reasonable procedures for compliance with such privacy laws; and to allow for their audit and review on a regular basis.
- Emergency Planning. Documents shall be stored in a safe and accessible manner. Documents which are necessary for the continued operation of the organization in the case of an emergency shall be regularly duplicated or backed up and maintained in an off-site location. The Administrator along with the Administrative Director shall develop reasonable procedures for document retention in the case of an emergency.
- Document Creation and Generation. The Administrator shall discuss with staff the ways in which documents are created or generated. With respect to each employee or organizational function, the Administrator shall attempt to determine whether documents are created which can be easily segregated from others, so that, when it comes time to destroy (or retain) those documents, they can be easily culled from the others for disposition.
- Document Retention Schedule:
|Document Type||Retention Period|
|Accounting and Finance|
|Accounts Payable||7 years|
|Accounts Receivable||7 years|
|Annual Financial Statements and Audit Reports||Permanent|
|Bank Statements, Reconciliations & Deposit Slips||7 years|
|Canceled Checks – routine||7 years|
|Canceled Checks – special, such as loan repayment||Permanent|
|Credit Card Receipts||3 years|
|Employee/Business Expense Reports/Documents||7 years|
|Interim Financial Statements||7 years|
|Documents Evidencing Terms of Gifts||Permanent|
|Grant Records||7 yrs after end of grant period|
|Corporate and Exemption|
|Articles of Incorporation and Amendments||Permanent|
|Bylaws and Amendments||Permanent|
|Minute Books, including Board & Committee Minutes||Permanent|
|Annual Reports to Attorney General & Secretary of State||Permanent|
|Other Corporate Filings||Permanent|
|IRS Exemption Application (Form 1023 or 1024)||Permanent|
|IRS Exemption Determination Letter||Permanent|
|State Exemption Application (if applicable)||Permanent|
|State Exemption Determination Letter (if applicable)||Permanent|
|Licenses and Permits||Permanent|
|Employer Identification (EIN) Designation||Permanent|
|Correspondence and Internal Memoranda|
|Hard copy correspondence and internal memoranda relating to a particular document otherwise addressed in this Schedule should be retained for the same period as the document to which they relate.|
|Hard copy correspondence and internal memoranda relating to routine matters with no lasting significance||Two years|
|Correspondence and internal memoranda important to the organization or having lasting significance||Permanent, subject to review|
|Electronic Mail (E-mail) to or from the organization|
|Electronic mail (e-mails) relating to a particular document otherwise addressed in this Schedule should be retained for the same period as the document to which they relate, but may be retained in hard copy form with the document to which they relate.|
|E-mails considered important to the organization or of lasting significance should be printed and stored in a central repository.||Permanent, subject to review|
|E-mails not included in either of the above categories||12 months|
|Electronically Stored Documents|
|Electronically stored documents (e.g., in pdf, text or other electronic format) comprising or relating to a particular document otherwise addressed in this Schedule should be retained for the same period as the document which they comprise or to which they relate, but may be retained in hard copy form (unless the electronic aspect is of significance).|
|Electronically stored documents considered important to the organization or of lasting significance should be printed and stored in a central repository (unless the electronic aspect is of significance).||Permanent, subject to review|
|Electronically stored documents not included in either of the above categories||Two years|
|Employment, Personnel and Pension|
|Personnel Records||10 yrs after employment ends|
|Employee contracts||10 yrs after termination|
|Retirement and pension records||Permanent|
|Property, D&O, Workers’ Compensation and General Liability Insurance Policies||Permanent|
|Insurance Claims Records||Permanent|
|Legal and Contracts|
|Contracts, related correspondence and other supporting documentation||10 yrs after termination|
|Management and Miscellaneous|
|Strategic Plans||7 years after expiration|
|Disaster Recovery Plan||7 years after replacement|
|Policies and Procedures Manual||Current version with revision history|
|Property – Real, Personal and Intellectual|
|Property deeds and purchase/sale agreements||Permanent|
|Real Property Leases||Permanent|
|Personal Property Leases||10 years after termination|
|Trademarks, Copyrights and Patents||Permanent|
|Tax exemption documents &correspondence||Permanent|
|Annual information returns – federal & state||Permanent|
This policy was adopted by the Board of Directors for Hope International Ministries on:
WHISTLEBLOWER PROTECTION POLICY
AS OF JANUARY 1, 2016
Hope International Ministries requires directors, officers and employees to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of Hope International Ministries, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.
This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns internally so that Hope International Ministries can address and correct inappropriate conduct and actions. It is the responsibility of all board members, officers, employees and volunteers to report concerns about violations of Hope International Ministries’ code of ethics or suspected violations of law or regulations that govern Hope International Ministries’ operations.
It is contrary to the values of Hope International Ministries for anyone to retaliate against any board member, officer, employee or volunteer who in good faith reports an ethics violation, or a suspected violation of law, such as a complaint of discrimination, or suspected fraud, or suspected violation of any regulation governing the operations of Hope International Ministries. An employee who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.
Hope International Ministries has an open door policy and suggests that employees share their questions, concerns, suggestions or complaints with their supervisor. If you are not comfortable speaking with your supervisor or you are not satisfied with your supervisor’s response, you are encouraged to speak with the Executive Director. Supervisors and managers are required to report complaints or concerns about suspected ethical and legal violations in writing to the Hope International Ministries Executive Director, who has the responsibility to investigate all reported complaints.
Accounting and Auditing Matters
Hope International Ministries Business Manager or staff of the accounting department shall immediately notify the Executive Director of any concerns or complaints regarding corporate accounting practices, internal controls or auditing.
Acting in Good Faith
Anyone filing a written complaint concerning a violation or suspected violation must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense.
Violations or suspected violations may be submitted on a confidential basis by the complainant. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.
Handling of Reported Violations
Hope International Ministries Executive Director will notify the person who submitted a complaint and acknowledge receipt of the reported violation or suspected violation. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.
This policy was approved by the Board of Directors of Hope International Ministries on:
Hope International Ministries
The June 2020 Internal Revenue Service Form 990, Return of Organization Exempt From Income Tax, as prepared by RSM is provided for your review. (view form 990)
If you have questions concerning the financial information provided, please contact our Accounting Department.