CalNonprofits Insurance Services
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CalNonprofits Insurance Services is the 2020 InsurTech Award Winner!

CalNonrofits Insurance Services is proud and excited to announce that we are the 2020 Insurtech Award Winner! The InsurTech Award is given annually by ePayPolicy. Applicants are independent insurance agencies that adopt InsurTech solutions in new ways that help make their business more successful. CalNonprofits Insurance Services was chosen out of 165 applicants as the award winner, because we stood out with our forward-looking and integrated technology solutions. In addition, a laser focus on the nonprofit niche also helped us win this award. We are constantly looking for ways to help our staff serve our clients better and faster – it is all about the customer experience.

Technology Solutions Adopted

In the past four years, we have changed every bit of hardware and software we use in our quest to provide information to you exactly the way you want to consume it. We have automated many manual processes and we are always working to improve.

Some of the tools we have implemented to improve our customer service helped us win this award –

  • Connect 24/7 Client Portal and Mobile Application – obtain policy documents and detail information, auto ID cards, certificates of insurance and other insurance related documents. You can pay some of your bills online through our integration with ePayPolicy. Online payment is available for all agency billed property/casualty premiums – where we send you an invoice. We are working with our technology providers to integrate with carrier direct billing portals to further streamline our capabilities.
  • eApplications – we implemented Indio to greatly improve our ability to collect the information we need to get you the best coverage at the best price. Our online electronic applications are easy to complete and sign – even from a mobile device.
  • DocuSign – DocuSign is fully integrated with our brokerage administration system to ensure you documents are easy to sign and return – even from a mobile device.
  • Ease – Our online enrollment portal will help you manage your employee benefits program enrollments and terminations
  • ThinkHR – Your HR Risk Management solution – live HR advisors and information at your fingertips! ThinkHR includes a robust Learning Management System to streamline your onboarding and training.
  • Backend systems – We have several integrated solutions to make sure anyone on our team can help you as quickly and completely as possible.

Providing the Best Service Possible

As the 2020 InsurTech Award Winner, CalNonprofits Insurance Services is always looking for how we can do something better and/or faster. We want to find those technology solutions that help us provide the best service possible to California’s nonprofits.

Award Announcements

EPayPolicy Blog: 2020 InsurTech Award Winners

Hear our CEO, Colleen Lazanich, accept the award announcement and talk about why we think technology is important to our customers:


Natural Disasters and Crises are unavoidable events that, in some cases such as the COVID-19 pandemic, cause profound organizational change for nonprofits. Even if you have the best business continuity plan on the planet already in place, crises throw unexpected curve balls at you. In this article, we show you how to reflect after a crisis so you can build resilience in your nonprofit organization. Reflection helps you find the lessons to be learned from the crisis and is a key step in business continuity planning, which builds resilience.  

What is Business Continuity Planning and Why Does it Matter? 

A Business Continuity Plan (BCP) is the documented risk management plan for ensuring the continuance of operations in the event of a disaster, and Business Continuity Planning is that  process by which your organization creates its plan (see also Become a Risk Management Superhero). Undergoing this process and documenting your BCP helps your nonprofit to be better prepared when a natural disaster or crisis hits. 

Once the crisis has passed, you will inevitably have discovered parts of your plan that did not work or need improvement. This is the perfect opportunity to test and review your BCP, which is the final step in the Business Continuity Planning process. By reflecting on what parts of your plan worked and what did not work, you can find opportunities for learning. These opportunities for learning help the organization discover the lessons and takeaways. These can be applied to improve your Business Continuity Plan. 

How to Reflect After a Crisis 

A crisis can sometimes be the catalyst for a nonprofit to evolve and better meet the needs of its stakeholders. However, this opportunity could be missed if your team fails to honestly reflect. It is therefore important to make a concerted effort to identify the successes, failures, and mistakes that occurred. Identifying these should be part of the testing and reviewing process of Business Continuity Planning. 

Question mark in white chalk on black chalkboard
Asking “What” and “Why” questions can dig down to the root cause of the problem.

Reflect by Asking Questions 

It’s important to ask questions as part of your strategiy for reflecting after a crisis. Asking the questions of “What” and “Why” can dig down to the root cause of the problem for accurate identification. Some suggested questions are: 

  • What happened and why?  
  • What were we prepared for and why? 
  • What were we not prepared for and why? 
  • Did parts of our response go well and why? 
  • What were the surprises and why were they surprises? Could they have been avoided? 
  • What were the challenges and why? What could have been done to alleviate these challenges? 

Reflect by Identifying Successes, Failures, and Mistakes 

You can create opportunity from a crisis by identifying the successes, failures and mistakes that occurred. Once these are identified, your organization can find solutions to those areas needing improvement. It is important when going this process that all staff and leadership participate. Organizational-wide participation will uncover as much as possible from a variety of viewpoints. Honest reflection on crisis events requires open, candid communication and reframing failures and mistakes as learning opportunities.  

  • Ask your staff to each go through the process of identifying their personal success, failures, and mistakes during the crisis.  
  • For each outcome list what was the intended objective, what was the possible cause, and what can be learned.  
  • Be sure you foster an environment of non-blaming when reviewing failures and mistakes. Allow for experiential learning to occur. 
  • Take into account your employees’ emotional well-being during this process. Be sensitive and kind in your communications. Take into consideration any trauma or grief staff members may still be going through.  
  • Celebrate successes! Acknowledge the staff members who played a role in what went well. 

Once this has been completed, your organization will be well-positioned to identify the lessons and take-aways from the crisis and how you can apply them to improve your business continuity plan. The BCP should be a living document that changes and grows with your organization.  

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Reflecting Uncovers Rich Opportunities for Learning

The process of reflection is the final step in business continuity planning. It is crucial for meeting the challenges of future crises. Asking questions, identifying successes and failures, and applying lessons learned opens the pathways for communication and problem solving amongst staff. This process helps protect your nonprofit mission by building resilience in the organization. During the process of reflection you may uncover rich opportunities for learning. These learning opportunities may be the catalysts for true organizational change that better supports your nonprofit mission 

Risk Management Resources

We are an affiliate member of the Nonprofit Risk Management Center. As am affiliate, we receive exclusive resources that help develop in-house risk management expertise and custom risk management plans. We are able to share these benefits with our clients. My Risk Management Plan and My Risk Management Policies are two such benefits that are available at discounted pricing. Contact us today to register under our affiliate membership at 888-427-5222 or marketing@cal-insurance.org. We welcome your comments below.


References

Lockwood Herman, M., Presentation: BCP Lessons & Insights from COVID-19, Nonprofit Risk Management Center 2020 Risk Summit, October 19 & 20, 2020.

Photo by Green Chameleon on Unsplash

Photo by Pixaby on Pexels (356079 scaled).

Photo by Pixaby on Pexels (355952).

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(Published October 13, 2020) Breast cancer awareness should last all year. Every year more than 245,000 women and men are diagnosed with breast cancer. And, while according to the Centers for Disease Control and Prevention deaths from breast cancer are declining, breast cancer is still the second leading cause of cancer death among women.

Risk factors

Most breast cancer is found in women age 50 and older. This does not mean younger woman are not affected by the disease. There are a combination of risk factors that can influence your likelihood of developing breast cancer. In addition to age, there are genetic issues that increase your risk. For example, women with mutations to genes such as BRCA1 and BRCA2 have a higher rate of breast cancer.

Other key factors include:

Family history: Your risk of developing breast cancer increases if your mother, sister or daughter had breast cancer. It may also increase if multiple family members have had breast cancer.

Personal history: Women and men who have a history of breast cancer or other noncancerous breast diseases are more likely to get breast cancer a second time. Similarly, if you had radiation therapy to the chest or breasts before age 30, you have a higher degree of getting breast cancer later in life.

Reproductive history: Women who began menstruating before age 12 or started menopause after age 55 have a greater risk of breast cancer. So do women who had their first child after age 30.

The importance of regular health screenings


Everyone, regardless of their level of risk, should be screened regularly for breast cancer. Self-exams: Each month, women and men should examine their breasts. Look for any changes in the breast or armpit, including lumps, thickening, swelling, irritation and pain.

Clinical exam: Your health care provider will talk to you about any symptoms you may be having, examine your breasts and recommend any follow up treatment.

Mammograms: According to the U.S. Preventive Services Task Force, women with average risk of developing breast cancer should be screened as follows:

Ages 40-49: talk to your health care provider. Some women ages 40-44 may not need mammograms based on their family and medical history. Women ages 45-50 may need an annual exam based on certain risk factors.

Ages 50-74: should be screened once every two years

Advanced screenings: You may also need to see a specialized radiologist who can perform ultrasounds, digital and 3-D mammograms, MRIs and even molecular breast imaging. Your health care provider will let you know if this is necessary.

Symptoms

In most cases, the earlier you find any sign of breast cancer the easier it is to treat. Be on the watch for:

  • Pain in any area of the breast
  • Any new lumps in the breast or armpit
  • Any change to existing lumps in the breast or armpit
  • Any change in the size or the shape of the breast
  • Any change to the skin on the breast
  • Any nipple discharge

It is important to remember that these signs alone do not mean you have breast cancer. They can be symptoms of less serious conditions. They may even result in nothing.

Regardless, you should see a health care provider as soon as possible if you have any of these symptoms. If it is breast cancer, the earlier you receive treatment, the more chance you have to beat it.


Breast cancer in men

Less than 1% of all breast cancer occurs in men. Of those diagnosed with breast cancer, the average age is 68. However, men should still examine their breasts every month and look for the same signs as women. If you have increased levels of estrogen you may be at a higher risk than other men, so be sure to talk to your health care provider. Also, be aware of abnormal BRCA1 and BRCA2 genes, family history and radiation exposure to your chest at a young age. These are all risk factors for increased chance of developing breast cancer.


Diagnosing breast cancer

Breast cancer in women and men is often determined by which cells in the breast are affected. Carcinomas, or tumors, are the most common types of breast cancer. These tumors can line organs and tissues throughout the body. With breast cancer, the carcinoma most often starts in the ducts or glands of the breast. A biopsy of the carcinoma is done to determine the specific type of cancer and if it has spread to the surrounding tissues. There are different types of biopsies that can remove tissue or fluid from the breast to be studied under a microscope.

Any further testing is called “staging.” It helps providers know the type and stage of the breast cancer. It also helps them determine what type of treatment is needed. For women, this testing may include diagnostic mammograms, and more detailed X-rays of the breast.


Advanced breast cancer


Stage 4 metastatic breast cancer, or advanced breast cancer, can be more difficult to diagnose. This is because the cancer has spread to the lymph system, bones, liver, lungs or other areas of the body. In these cases, you will most likely be referred to a specialist or a surgeon. You may also undergo additional screenings like ultrasounds, MRIs, digital and 3-D mammograms, and molecular breast imaging.


Treating breast cancer

There are many ways to treat this disease.

  • Surgery: the cancer tissue is removed
  • Chemotherapy: the cancer cells shrink or die as the result of special medication
  • Radiation therapy: the cancer cells are killed using high-energy rays similar to X-rays
  • Hormonal therapy: the cancer cells are blocked from the hormones needed to grow
  • Biological therapy: the cancer cells are attacked by your body’s immune system
  • Patients work closely with their health care provider to determine what course of treatment is best. Prevention is the best medicine. While no one can guarantee you will never get breast cancer, there are certain behaviors you can adopt to reduce your risk.
  • Get your exercise: Physically active individuals have a lower risk for breast cancer.
  • Maintain a healthy weight: Women who are overweight after menopause have an increased risk of breast cancer.
  • Limit alcohol use and do not smoke: The more you drink and smoke, the higher your risk for breast cancer becomes.
  • Talk to your health care provider about hormone therapy: Some hormone replacement therapy that includes progesterone and estrogen increase the risk of breast cancer.

If you would like more information about breast cancer, there are a number of resources you can contact.

American Cancer Society

National Breast and Cervical Cancer Early Detection Program

National Breast Cancer Foundation

These sites can show you how to lower your risk and what to look for in monthly self-exams. They can also help you find a health care provider in your area, get the support you need if you are diagnosed with breast cancer and research treatment options.

2020 has become the year of the remote worker, courtesy of the coronavirus pandemic. Is your nonprofit one of the many that has transitioned to remote operations? Have you considered how that change affects your insurance liabilities as a nonprofit?  CalNonprofits Insurance Services is a Trusted Choice Independent Insurance Agent®, and our expert team can help you reassess your risk picture. Managing a remote workforce may be new to you, but we have rich expertise in helping nonprofits manage risk — whether employees work from home or on-site. And because we represent multiple insurance companies, as a Trusted Choice Agent, we can offer your nonprofit customized coverage based on your unique and changing needs.  In addition, we can offer you resources and advice for developing your organization’s remote work program. It should address, at a minimum:

  1. Safety guidelines for a home office setup.
  2. Designated work, break, and lunch times.
  3. Safety training.
  4. Physical inspections of remote workers’ home offices.
  5. The workers’ compensation rules for your state as they apply to remote workers. 

Here are a few insurance questions we can help you answer.

1.
Does the commercial general liability policy cover remote employees?

As part of your nonprofit insurance package, general liability protects your business against financial loss resulting from bodily injury, advertising injury, and property damage caused by your agency or employees. Our expert team, as Trusted Choice agents, can review your policy to be sure that you are still adequately covered while employing remote workers. 

If your remote employee must meet business clients from home, it will be your commercial general liability policy that must cover any injury, not the employee’s homeowner’s insurance.  We may suggest additional coverages such as management liability insurance to protect you and your workers from this and other risks not covered by your commercial general liability policy. 

2.
Do I need additional property insurance?

Business property insurance protects the physical location of your organization and any tools, equipment, and inventory. Your commercial property policy may exclude or limit the coverage for property that is not located at your nonprofit’s premises. Our team of experts can help you determine if you need additional coverage for property used off-premises by remote workers.  An employee’s own homeowner’s policy usually will not cover the loss of employer-owned equipment that is damaged or stolen in their home

3.
Are my remote workers covered by the workers’ compensation insurance my company purchases

It is incumbent on you as an employer to ensure a safe working environment for your employees — whether they work at your business location or from their homes. In general, your workers’ compensation insurance covers all of your workers for illness or injury arising out of or in the course of employment — no matter where they physically work.

Contact Us

Please contact us if you would like to schedule a complimentary consultation to review your insurance program. We can help you with reassessing your organization’s risk and help you with your nonprofit’s risk management plan. Also, see our Work From Home Kit. You can reach us at 888-427-5222 or info@cal-insurance.org. To request a consultation click below.

Reference

Trusted Choice Independent Insurance Agents

We want you to know how to reach us if your nonprofit has been impacted by the wildfires in California. We are available for you during this difficult time and are here to help if you have losses related to the wildifires.

You Can Reach Us If You Need Assistance With Your Coverage

You can reach us anytime if you need assistance with your coverage. Below are your options for contacting us:

  • Contact your dedicated support team by phone or email.
  • Call our main phone at 888-427-5222
  • Email info@cal-insurance.org

Our hearts go out to you.

CalNonprofits Insurance Services

This is an unusual year for the 2020-2021 annual benefits enrollment season. Your staff might feel uneasy about the future due to the COVID-19 pandemic and many are coping with feelings of isolation. In addition, 77% of employers plan to adopt virtual enrollment meetings in 2020-2021, which may be new to your employees. We encourage benefits administrators to pay close attention to these 10 tips with a focus on communication methods with care and compassion, planning ahead for virtual benefits meetings, and preparing for more questions from employees than in past years. This will ensure you have a smooth renewal and open enrollment. 

Communicate Care and Compassion During Open Enrollment 

Employees may need more assistance to make their benefits decisions this year. Placing an emphasis on your communication strategy with employees leading up to, during, and after open enrollment will make a big difference. Communicate care and compassion during open enrollment with these four tips.

TIP 1: Keeping your goals in mind, frame your open enrollment messaging to help your employees feel safe or secure – emotions are close to the surface for most people. 

TIP 2: Consider how you to help your employees understand vital details often overlooked related to the benefit offerings. Use easy to understand materials and consider multiple delivery methods.  

TIP 3: Deliver benefits information in smaller amounts over a longer period to prepare your staff in advance of the virtual benefits meeting.

TIP 4: Repeat key information and vary the delivery to employees. For example, you could communicate important information about open enrollment by email and you can communicate the same information in a virtual staff meeting prior to open enrollment. Be consistent with your messaging when repeating important information. 

Virtual Annual Benefits Meetings

Virtual annual benefits meetings require different strategies and learning new platforms for both benefits administrators and employees.   Set goals, meet with key decision makers, and start the process well in advance. Anticipate technical questions along with benefits related questions from your staff. Tips 5 to 7 will further help you with planning for your virtual annual benefits meeting.

TIP 5:  Plan in advance. We recommend starting at least 3-4 months prior to the renewal.  

TIP 6:  Spend adequate time getting to know your virtual platform prior to  beginning  open enrollment so you are prepared for  technical  questions. If you will offer online self-service enrollment, set your employee profiles up in advance and offer them tutorials on the platform so that you do not get inundated with questions. Make sure they know who they can contact if they need help for both technical and benefits support. Create an easy to follow “cheat sheet”.  

TIP 7: Consider holding separate virtual enrollment meetings for each type of benefit. This way, meetings are shorter, and participants can more easily digest the information.   

Prepare for More Questions  During  Your Annual Benefits Enrollment 

According to Employee Benefit News there has been a 30% increase in benefits-related inquiries. Prepare for more questions during your annual benefits enrollment. Employees may want to know their benefits coverage for COVID-19 related illness and may switch plans and/or add dependents. Employees may need more support than ever.  Tips 8 to 10 to will assist you to prepare for more questions.

TIP 8: Use any support services offered through your broker and through your carrier and make sure your benefits team is staffed.  

TIP 9: Hold multiple mini Q&A virtual meetings to address questions so that you do not get repeat questions by individuals. Your employees will retain information better if meetings are short and held regularly over time.  Consider creating a Wiki or FAQ page to address questions and keep in a place accessible by all.  

TIP 10: Review detailed benefits information prior to meetings. Include in the virtual meeting comparison charts of benefits so participants can evaluate benefits in a straightforward manner. This could help them feel more confident in their decision. 

We Provide Benefits Solutions to Nonprofits 

CalNonprofits Insurance Services provides benefits solutions to nonprofits,  Our approach is consultative and we can help you craft robust employee benefits plans and help you conduct virtual open enrollment meetings.  We provide live support with a dedicated team who is available by phone, email and web conference. In addition, we offer a complimentary online benefits enrollment platform. Contact us for more information or request a consultation.  

References  

Annual Enrollment 2021: Benefits planning in an uncertain world, Part 2 (Webinar), Employee Benefit News

Framing Your Messages for Improved Business Communication  

Reminder! The Fair Pay for Northern California Nonprofits 2020 Compensation & Benefits Survey Report, published on April 17th by Oakland-based Nonprofit Compensation Associates (NCA), is available to order. If you have not purchased a copy, you still can! 

Six hundred thirteen (613) nonprofit organizations that employ over 44,000 employees participated in the survey. More than 33,000 individual salaries were categorized into two hundred fifty-two (252) job titles. According to Nonprofit Compensation Associates, “This is the largest nonprofit compensation and benefits survey ever produced for Northern California since the Management Center published the first survey in 1978 in terms of the number of survey jobs reported”.

Your organization will need the wealth of information produced by the 2020 survey to compete effectively in this ever-changing playing field. This year, a supplemental survey is also included with valuable insights on economic impacts related to the Coronavirus Pandemic.

When you order the 2020 survey, you receive:

  • Current, local compensation data and salary increases information.
  • Data to determine employee benefits, paid time off, insurance, and retirement information for the region.
  • Information for policies such as on-call work, overtime, shift differentials, pay for bilingual skills, introductory periods, performance reviews, and more!
  • Insight on COVID-19 economic impacts for Northern California.
  • A great discount on the purchase price if you participated in the survey. The purchase price and discount are based on your annual expenses. See the Survey Report Fee Schedule.

The survey serves nonprofit organizations in all 48 Northern California counties, a vast geographic area from Del Norte County in the far northwest to Inyo County in the far southeast. NCA makes special efforts to serve both larger and smaller nonprofit organizations, as well as those from traditionally under-served counties, both urban/suburban and rural. To see how they do it, visit How the Survey Serves All Kinds of Nonprofits .

CalNonprofits Insurance Services continues to be a sponsor of the survey to help California’s nonprofits remain competitive. To find out how your agency can acquire this must-have resource (published April 17th), visit www.nonprofitcomp.com, or contact NCA at survey@nonprofitcomp.com or (510) 645-1005. 

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The California Insurance Commissioner approved the proposed rules that we previously reported on our blog April 29th. Now is the time to take action and make sure you have clear and adequate records to take advantage of these new COVID-19 Work Comp rules as they could save your organization money.

New COVID-19 Work Comp Rules

There are three new rules that will lower your premium if you segregate your payroll and adequately document the changes. All of these rules are retroactive to March 19th – the effective date of the statewide Shelter In Place (SIP) order.

(COVID-19 Rule #1) One-Time Re-Classification of Employee Payroll to Clerical Office Employee Classification 8810

A one-time reclassification of employee payroll from other non-clerical classes to Clerical Office Employee (8810) class code is allowed during the shelter in place (SIP) order until employees resume their normal work duties or 60 days after the statewide SIP order is lifted (whichever is first).  Clerical class codes are usually the least expensive class code on your policy. An employee may be changed once during this time period from their regular classification to the clerical classification.

For example, if you have employees in other classifications, such as Day Care or Outside Salesperson, and they are working from home doing work that fits within the clerical classification, you can temporarily reclassify that payroll from March 19th (or the actual date they changed to clerical duties if later). You may not reclassify payroll for those employees whose standard classification includes clerical. Payroll records must be segregated for reclassified employees, meaning it must be clear which payroll is attributed to the time period covered by the rule change and a list of their duties during that time must be maintained. If they are still doing other non-clerical duties while at home, they cannot be reclassified.

(COVID-19 Rule #2) Employees Being Paid but Not Working May Be Excluded From Basis of Payroll

You may exclude payroll for those employees being paid but NOT performing work for your organization – from March 19th and continuing until up to 30 days after statewide SIP order is lifted (or until regular duties resume). You may also exclude payroll for sick leave and paid family leave. Exclusions can be intermittent, for example, if an employee worked 1 day per week but was paid for 5 days or if an employee worked 2 hours per day but was paid for a full day. If you continued to pay employees while they were not working, you can exclude that payroll from work comp charges. 

You will still need to report the excluded payroll for statistical purposes but that payroll won’t be included in the premium charges.  Your records must segregate the non-working payroll from working payroll and must not be anecdotal or verbal estimates. Additionally, the excluded amounts may not be more than the employee’s normal pay rate.

(COVID-19 Rule #3) Exclude COVID-19 Related Claims From Experience Rating

Claims that are due to a diagnosis of COVID-19 are to be excluded from the experience modification calculations. Claims that are determined to be the result of another workplace injury will not be excluded. For a claim to be excluded, the accident date must be on or after December 1, 2019. You will need to be sure to use the new COVID-19 Injury and Cause of Injury codes when filing claims. It is best practice to double-check that carriers report the claim on the Unit Statistical Report due on or after August 1, 2020, with the new Catastrophe #12 code. If the claim is not reported as a COVID-19 claim, it will not be excluded from the experience rating.

Some carriers will allow the employer to make the payroll changes now and see an immediate change to their premium instead of waiting until the audit, and others are waiting until the audit. You must be able to demonstrate the change of job duties and that they are clerical (for #1), that they were not working (for #2), and claims are reported on the August 2020 Unit Statistical Report with Catastrophe #12 (for #3). 

Contact your account team for further information or if you need assistance!

Reference

July 1, 2020 USRP and ERP Changes Quick Reference Guide

CalNonprofits Insurance Services is aligned with humanity and not just corporate profits – we care about what is important to our nonprofits, and we are not comfortable being silent or neutral. We stand together as a company with our staff, clients, and the world to call for change and the end of racism now.   

Our core values are rooted in diversity and inclusion. We believe that emotional, physical, economic, and psychological safety are essential  to thrive. We must step out of our comfort zone, look at our own implicit biases and processes, and take action to shine a light on the injustice, oppression, and systemic racism faced by our own staff and all BIPOC communities.  

While we are horrified by the recent tragic deaths of George Floyd, Breonna Taylor,  Ahmaud Arbery, Elijah McClain, and Tony McDade, the list of people that have been murdered in this country due to the color of their skin is enormous and cannot continue. We raise our voices in protest and support for the Black Lives Matter movement and all other anti-racism and social justice organizations. 

CalNonprofits Insurance Services has been having deep  internal  conversations about injustice and oppression. We created a safe and inclusive space for staff to listen, learn, converse, and share about racism and social injustice. We have encouraged staff to use their paid volunteer hours so they can work with local organizations. We created an employee donation matching program to compound the benefits of individual donors to social justice causes (many of whom are clients).  Meaningful change to institutional racism begins at the local level so we encourage everyone to vote for the changes needed in our city, county, state elections – while still participating at the federal level elections too. 

We recognize and support the work being done by our incredible and dedicated clients.  We will continue to support your missions and remain an active force for change with you.  We are committed to active work toward change as individuals and as an organization now and in the future.