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COMMUNITY BASED PROGRAMS - PROVIDE COMMUNITY LIVING EDUCATION SERVICES HOMELESS/SHELTER/FOOD PROGRAMS - PROVIDE TEMPORARY FOOD AND SHELTER TO DISPLACED MIGRANT FARM WORKERS ELECTION OF MEMBERS AND THEIR RIGHTS FORM 990, PAGE 6, PART VI, LINE 7A MEMBERSHIP IN THE CORPORATION SHALL BE OPEN TO ANY PERSON WHO SUPPORTS THE PURPOSES OF UMOS AND WHO SIGNIFIES SUCH SUPPORT BY SIGNING A STATEMENT SO INDICATING. MEMBERS MAY RENEW THEIR MEMBERSHIP ANNUALLY, BY SIGNING SUCH RENEWAL STATEMENTS AND RETURN TO THBE SECRETARY WHOP SHALL KEEP THEM ON FILE. DECISIONS SUBJECT TO APPROVAL OF MEMBERS FORM 990, PAGE 6, PART VI, LINE 7B ALL PERSONS WHOSE MEMEBRSHIP STATEMENTS ARE FILED PRIOR TO THE BEGINNING OF ANY CORPORATION MEETING SHALL BE ELIGIBLE TO VOTE AT SUCH MEETING ID HE/SHE IS OF LEGAL VOTING AGE, AT LEAST 18 YEARS OR OLDER. IT IS THE GOAL OF UMOS TO ENCOURAGE THE BROADEST POSSIBLE MEMBERSHIP INCLUDING BUT NOT LIMITED TO MIGRANTS, SEASONAL FARM WORKERS, EX-MIGRANTS, REPRESENTATIVES OF INDUSTRIES, BUSINESS, GROWERS, RELIGIOUS AND CIVIC ORGANIZATIONS, PUBLIC OFFICIALS AND CONCERNED INDIVIDUALS. ORGANIZATION'S PROCESS USED TO REVIEW FORM 990 FORM 990, PAGE 6, PART VI, LINE 11B THE BOARD OF DIRECTORS RECEIVES A PDF COPY OF THE 990 AND THE 990-T. THEY REVIEW AND APPROVE THE 990 AND 990-T BEFORE IT IS FILED. ENFORCEMENT OF CONFLICTS POLICY FORM 990, PAGE 6, PART VI, LINE 12C THE BOARD IS REQUIRED ANNUALLY TO COMPLETE A CONFLICT OF INTEREST FORM. THESE FORMS ARE REVWED AT THAT TIME. COMPENSATION PROCESS FOR TOP OFFICIAL FORM 990, PAGE 6, PART VI, LINE 15A TOP MANAGEMENT OFFICIALS AND KEY PERSONNEL: THE PROCESS FOR DETERMINING COMPENSATION OF TOP MANAGEMENT AND KEY PERSONNEL IS GOVERNED BY SECTION 2.2 OF THE UMOS PERSONNEL HANDBOOK AND THE HUMAN RESOURCE PRACTICE OF OBTAINING INDEPENDENT WAGE COMPARABILITY STUDIES. UMOS UTILIZES A STUDY CONDUCTED BY THE AGENCY EXECUTIVES GROUP (MRA), THE NON PROFIT CENTER OF MILWAUKEE AND INDEPENDENCE FIRST. THE CLASSIFICATION OF POSITIONS TAKES INTO CONSIDERATION, AMONG OTHER THINGS, JOB DUTIES, QUALIFICATIONS, REQUIRED EDUCATION AND EXPERIENCE AND POSITION RESPONSIBILITIES. THIS STUDY CATEGORIZES JOB POSITIONS BY TITLE AND PROVIDES COMPARABLE WAGE RATES FOR THE GEOGRAPHIC AREA WHERE IT OPERATES. THE STUDY ENCOMPASSES ALL UMOS POSITIONS INCLUDING ADMINISTRATIVE, EXECUTIVE, MANAGEMENT AND OPERATIONAL PERSONNEL. UMOS UTILIZES THIS DATA TO ADJUST ITS BASE PAY SCALE TO CONFORM TO ANY CHANGES IN THE MARKET. ADDITIONALLY, THIS STUDY IS UTILIZED TO COMPLY WITH THE REQUIREMENTS OF FEDERAL AND STATE CONTRACTS THAT MANDATE THAT UMOS' SALARIES BE CONSISTENT WITH SIMILARLY SITUATED NON-PROFIT RATES. THIS STUDY IS INDEPENDENT, OBJECTIVE AND CONDUCTED IN AN ARM'S LENGTH MANNER. THE HUMAN RESOURCE DEPARTMENT WORKS IN CONJUNCTION WITH THE PERSONNEL COMMITTEE OF THE UMOS BOARD IN UPDATING THE UMOS WAGE SCALE AND CORRESPONDING SALARIES. THE PRESIDENT/CEO THE POSITION OF THE PRESIDENT/CEO IS SIMILARLY GOVERNED BY THE ABOVE MENTIONED POLICY; HOWEVER, THE POSITION IS SUBJECT TO ADDITIONAL REVIEW AND SCRUTINY BY THE EXECUTIVE COMMITTEE OF THE UMOS BOARD. THE EXECUTIVE COMMITTEE ANNUALLY REVIEWS THE SALARY AND FRINGE BENEFIT STRUCTURE OF THE PRESIDENT/CEO POSITION. THIS PROCESS IS DONE IN CONJUNCTION WITH THE ANNUAL PERFORMANCE EVALUATION OF THE PRESENT/CEO. ANY ADJUSTMENTS ARE ALSO REQUIRED TO BE APPROVED BY THE EXECUTIVE COMMITTEE AND SUBSEQUENTLY REFERRED TO THE FULL BOARD OF DIRECTORS FOR RATIFICATION AND CONCURRENCE. SECTION 2.2 OF THE UMOS PERSONNEL HANDBOOK ALSO PROVIDES PROVISIONS FOR ANNUAL MERIT INCREASES, SALARY ADJUSTMENTS FOR ADDITIONALLY ASSIGNED DUTIES AND ANNUAL COSTS OF LIVING ADJUSTMENTS. FOR THE POSITION OF PRESIDENT/CEO A MERIT INCREASED SALARY ADJUSTMENT OR COLA COST OF LIVING ADJUSTMENT REQUIRES THE APPROVAL OF THE FULL UMOS BOARD OF DIRECTORS. THE POLICY CALLS FOR THE VICE PRESIDENT OF OPERATIONS TO REVIEW AND APPROVE ANY SUCH ADJUSTMENTS FOR ANY OTHER UMOS STAFF. PRIOR TO APPROVAL THE ADJUSTMENTS PROPOSED FOR ANY POSITION ARE REVIEWED AND SCREENED BY THE HUMAN RESOURCE DEPARTMENT FOR APPROPRIATENESS. THE HUMAN RESOURCE DEPARTMENT AND THE CHIEF FINANCIAL OFFICER ARE CHARGED WITH REVIEWING THE SALARIES OF THE EXECUTIVE DIRECTOR AND OTHER EXECUTIVES FOR SPECIAL REQUIREMENTS OR LIMITATIONS SET FORTH IN ANY OF THE UMOS GOVERNMENTAL CONTRACTS. AN EXAMPLE OF SUCH A LIMITATION IS THE LIMITS ON SALARIES IMPOSED BY THE US DEPARTMENT OF HEALTH AND HUMAN SERVICES. UNDER THE UMOS HEAD START CONTRACT THE SALARY OF THE TOP LEVEL POSITIONS MAY NOT EXCEED THE AMOUNT THAT IS ANNUALLY DETERMINED BY DHHS. THE CHIEF FINANCIAL OFFICER AND THE HUMAN RESOURCE DEPARTMENT MONITOR THESE SALARIES THROUGHOUT THE FISCAL YEAR. LASTLY, ANY ACTIONS AND DELIBERATIONS TAKEN BY THE UMOS BOARD OF DIRECTORS, THE EXECUTIVE COMMITTEE AND THE PERSONNEL COMMITTEE ARE DOCUMENTED FULLY AND COMPLETELY BY THE MINUTES OF THESE MEETINGS AND ARE MAINTAINED IN THE CORPORATE OFFICE. COMPENSATION PROCESS FOR OFFICERS FORM 990, PAGE 6, PART VI, LINE 15B SEE NOTES IN SECTION REGARDING THE CEO COMPENSATION GOVERNING DOCUMENTS DISCLOSURE EXPLANATION FORM 990, PAGE 6, PART VI, LINE 19 GOVERNING DOCS AND CONFLICT OF INTEREST POLICIES ARE NOT DISCLOSED. THE FINANCIAL STATEMENTS ARE ON THE WEBSITE. RECONCILIATION OF CHANGES - OTHER FORM 990, PART XI, LINE 9 UBI REVENUES-GROSS LESS THE NET REV REPORTED ON PAGE 1 562,061 UBI EXPENSES GROSS -562,062 WORKFORCE RESOURCES LLC 2701 SOUTH CHASE AVENUE MILWAUKEE WI 53207 751553861 WORKFORCE WI -10023 32087 UMOS UMOS ENTERPRISES 2701 S CHASE AVE MILWAUKEE WI 53207 470876219 WORKFORCE WI UMOS S CORP 1.00000 false false false false false false false false false false false false false false false false false false false false FORM 5768 WAS NOT FILED UNTIL 4/5/11. THIS STARTED WITH THE 2010 TAX RETURN