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Articles of Incorporation

Articles of Incorporation

Articles of Incorporation Certificate of Amendment - Jan 3, 1998

Articles of Incorporation Certificate of Amendment - Oct 2, 1978

By-Laws

By-Laws of Special Olympics Texas, Inc - Revised: May 22, 2014

By-Laws of Special Olympics Texas, Inc - Revised: Dec 5, 2008

Summary of Changes in By-Laws Revised: Aug 14, 1996

Other Governance Documentation

Conflict of Interest

Conflict of Interest

SOTX expects the primary interest of staff members to be the people we serve. A conflict of interest occurs when the interests of an employee or another outside party actually or potentially affect SOTX in a negative way.

  1. Outside Business Interests — SOTX employees may have outside business interests and outside employment so long as these do not interfere with job performance and are approved by the President of SOTX. SOTX employees may not earn profit from outside employment or business interests, which directly results from affiliation with SOTX.
  2. Gifts, Gratitudes — Employees are not to accept gifts, gratuities, free trips, personal property or other items from an outside person or organization as an inducement to provide services.
  3. Personal Beliefs — SOTX recognizes that its employees may hold a wide range of personal beliefs, values and commitments. These beliefs, values and commitments are a conflict of interest only when they prevent employees from fulfilling their job responsibilities, if employees attempt to use SOTX time and facilities for furthering them, or if employees continue attempting to convince others of their personal beliefs after they have been asked to stop.

File Retention – Time Frame

Document Retention

  • Employment/Personnel records shall be maintained for six (6) years following the date of employment termination. These records should include performance reviews and any complaints brought against the Company or individual employees under applicable statutes.
  • Legal files generally shall be maintained for a period of ten (10) years. Exceptions may be made after consultation with legal counsel.
  • Final and executed copies of all contracts shall be maintained for four (4) years beyond the life of the agreement. Publicly filed contracts shall be maintained for longer after consultation with legal counsel.
  • Electronic mail, the subject of which is covered by the items listed above, shall be printed in hard-copy and appropriately stored or kept electronically in a separate file or disk.
  • Refer to Finance Chapter 8 Document Retention for full OSTX Document Retention policies and procedures.

Whistleblower Policy - Reporting Suspected Violations of Law and Policy

Whistleblower Policy

Special Olympics Texas, Inc. (SOTX) is committed to maintaining a workplace where employees are free to raise good faith concerns regarding SOTX business practices, specifically: (1) reporting suspected violations of law on the part of SOTX, including but not limited to federal laws and regulations; (2) providing truthful information in connection with an inquiry or investigation by a court, agency, law enforcement, or other governmental body; and (3) identifying potential violations of SOTX policy, specifically the policies contained in SOTX’s Policies and Procedures Manual.

An employee who wishes to report a suspected violation of law or SOTX policy may do so confidentially by contacting the President/Chief Executive Officer, the Board of Director’s Chairperson, or the senior Vice-President of Shared Services.

SOTX expressly prohibits any form of retaliation, including harassment, intimidation, adverse employment actions, or any other form of retaliation, against employees who raise suspected violations of law, cooperate in inquiries or investigations, or identify potential violations of SOTX policies. Any employee who engages in retaliation will be subject to discipline, up to and including termination.

Any employee who believes that he or she has been subjected to any form of retaliation as a result of reporting a suspected violation of law or policy should immediately report the retaliation to the employee's immediate supervisor. Supervisors, managers, and Shared Services staff, who receive complaints of retaliation, must immediately inform the President/Chief Executive Officer, the Board of Director’s Chairperson, the or the senior Vice-President of Shared Services.

Reports of suspected violations of law or policy and reports of retaliation will be investigated promptly and in a manner intended to protect confidentiality, consistent with a full and fair investigation. The President/Chief Executive Officer, the Board of Director’s Chairperson, the, and the Management Committee member representing the region or function to which the suspected violation of law or policy relates will conduct or designate other internal or external parties to conduct the investigations. The investigating parties will notify the concerned individuals of their findings directly, and prepare other reports as indicated by the circumstances. A summary of all such reports will be presented to the Board of Directors.

In the event that a report of a suspected violation of law or policy or retaliation involves an individual who reports to the President/Chief Executive Officer, to the Board of Director's Chairperson, to the , to the Management Committee member representing the region or function to which the suspected violation of law or policy relates, or to staff who report directly to these officials, then that official will not participate in the investigation and the remaining officials or their designees will conduct the investigation.

Purpose

To provide a mechanism for employees to raise good faith concerns regarding suspected violations of law on the part of SOTX, to cooperate in an inquiry or investigation by a court, agency, law enforcement, or other governmental body, or to identify potential violations of SOTX policy; and to protect employees who take such actions from retaliation.

Origin
Special Olympics Texas, Inc.

The Special Olympics Texas Board of Directors determines the total compensation (including salary and benefits) for the President/CEO after reviewing the CEO’s performance for the previous year. Goals are defined through the Special Olympics Texas five-year strategic plan.