1. Purpose 

The Compensation Committee is a standing Board committee responsible for stewarding the Corporation’s compensation philosophy, practices, and safeguards in a manner that is ethical, lawful, mission‑aligned, and consistent with public trust. 

The Committee exists to ensure that compensation‑related decisions support organizational sustainability, fiduciary responsibility, and duty‑of‑care, while preventing conflicts of interest, misclassification, or undue reliance on uncompensated labor. 

2. Authority and Standing 

The Compensation Committee is constituted pursuant to the authority of the Board of Directors and operates as a standing Board committee. 

The Committee is authorized to: 

• Establish and review compensation philosophy and principles 

• Oversee voluntary, uncompensated executive service arrangements 

• Review compensation, stipends, and benefits where applicable 

• Ensure compliance with applicable federal and state wage and hour laws 

• Make recommendations to the Board regarding compensation structure, classification, and transitions to paid roles 

The Committee does not negotiate individual employment contracts and does not authorize compensation independently of the Board. 

3. Scope of Responsibility 

The Compensation Committee’s scope includes, but is not limited to: 

• Oversight of voluntary executive service arrangements and limits 

• Review of time‑commitment expectations for uncompensated roles 

• Safeguards to prevent the creation of unintended employment relationships 

• Review of compensation equity, fairness, and transparency 

• Alignment of compensation practices with mission, risk exposure, and organizational capacity 

• Recommendation of transitions from unpaid to compensated roles when legally or operationally required 

4. Committee Composition 

The Committee shall consist of the following roles: 

• Chair 

• Vice Chair 

• Group Comptroller / Treasurer 

• Secretary 

• Members (as appointed by the Board) 

All members are appointed by the Board of Directors in accordance with the Bylaws of Celestial Point Inc. 

5. Voluntary and Uncompensated Executive Service 

The Committee operates in alignment with the Board Resolution authorizing voluntary, uncompensated executive service. 

In this context, the Committee is responsible for ensuring that: 

• Voluntary service is offered freely and without expectation of wages or benefits 

• Time commitments remain within Board‑approved limits 

• Duties remain governance‑, strategy‑, and oversight‑oriented 

• No employment relationship is implied or created absent explicit Board authorization 

• Periodic review occurs to assess compliance, sustainability, and legal risk 

6. Conflict of Interest and Independence 

The Compensation Committee shall operate with heightened attention to conflicts of interest. 

Committee members shall: 

• Recuse themselves from deliberations affecting their own compensation or classification 

• Disclose potential conflicts in accordance with the Corporation’s conflict‑of‑interest policies 

• Ensure decisions are made in the best interest of the Corporation and public trust 

7. Relationship to Other Committees 

The Compensation Committee coordinates as needed with: 

• Governance & Nominations Committee (Board roles, workload, succession) 

• Organizational Resilience Committee (duty‑of‑care, sustainability of service expectations) 

• Audit / Risk functions, where compensation practices intersect with legal or financial risk 

8. Term of Service 

Members of the Compensation Committee serve five (5)‑year terms, consistent with Board service terms, unless otherwise authorized by the Board under exceptional circumstances. 

9. Escalation and Reporting 

Material concerns related to compensation, classification, legal exposure, or sustainability of unpaid service shall be escalated: 

• From the Committee to the full Board of Directors 

• Promptly, where legal or fiduciary risk is identified 

10. Review and Amendment 

This Charter may be amended only by resolution of the Board of Directors. The Committee shall periodically review this Charter and recommend updates as necessary to reflect changes in law, organizational reliance on volunteer leadership, or mission complexity.