Acknowledgement Receipt

Transcription

1 THE COMMUNITY AND ECONOMIC DEVELOPMENT ASSOCIATION OF COOK COUNTY, INC. Acknwledgement Receipt ADDENDUM I Request fr Prpsals Specificatin N. RFP fr Payrll, HRIS and Timekeeping Prvider Cmpany: Cntact Name: Phne #: Addendum Received by: Date Addendum Received: Signature: 1

2 Request fr Prpsals Specificatin N. RFP Payrll, HRIS and Timekeeping Prvider Addendum I QUESTIONS AND ANSWERS RECRUITING 1. What s the average number f psitins pen at any given time? Apprximately 5-10 psitins are pen at any pint in time. 2. What s yur current turnver rate? Turnver is apprximately 10%. BENEFITS/DEDUCTIONS 3. What recrd-keeper is in place tday fr yur 401K? Guardian is CEDA s 401K prvider. Shre Tmpkins serves as the TPA and prvides certain administrative services. 4. Hw is COBRA managed fr separated emplyees? We use Benefit Administrative Systems (BAS) as ur third-party health insurance administratr. They currently administer COBRA as well. 5. Paid Time Off- are yu able t share any current plicies t cnfirm we can handle? See belw Leave Plicies frm the CEDA HR plicy manual. Maternity Leave Plicy A. Overview T be eligible fr the Maternity Leave, an emplyee must meet the same minimum eligibility requirements as the Family Medical Leave Act (the FMLA ); namely, the emplyee must have been emplyed with the Agency fr at least ne year and wrked at least 1250 hurs with the Agency ver the previus 12 mnths. Emplyees must ntify human resurces and may be asked t prvide apprpriate verificatin and dcumentatin in cnnectin with any applicatin fr benefits under this maternity leave plicy. This benefit runs cncurrently with FMLA. If an emplyee has met the Maternity Leave Benefit requirements, but des nt have any FMLA leave time available, he/she will still be entitle t the 3-weeks f paid maternity. The emplyee must use any available earned unused sick, vacatin and persnnel leave time if additinal paid time ff is needed. If the emplyee has exhausted all his/her earned unused sick, vacatin and persnnel leave time, then any additinal days ff will be cnsidered unpaid. 2

3 Maternity/paternity/adptin leave under this plicy is a paid leave assciated with the birth f an emplyee s wn child r the placement f a child with the emplyee in cnnectin with adptin. Maternity/paternity/adptin leave is nt charged against the emplyee s ther paid leave credits, and the amunt f paid days received is three weeks. An emplyee wh is eligible fr leave under the Maternity leave plicy may take up t three (3) weeks f paid leave during which the emplyee will receive 100% salary cntinuatin. Leave taken under this plicy will be designated as FMLA leave if the emplyee is eligible fr FMLA leave, such that the emplyee s maternity leave and FMLA leave will run cncurrently. The three weeks f Paid Maternity/Paternity/Adptin Leave may be used intermittently; hwever, nly in 8-hur increments (full days). Once the emplyee initiates this benefit, he r she will have 12 weeks t use it. Any unused time will nt be carried ver int the next benefit perid. Nte: If bth parents are emplyees, nly ne may access the paid benefits f this plicy. Bth, hwever, cntinue t be entitled t family and medical leave if eligible. B. Cntinuatin f Benefits: Health insurance benefits will cntinue t be prvided during the paid maternity/paternity/adptin leave under this plicy at the same rate as in effect befre the leave was taken regardless f length f service, prvided the emplyee has at least ne full year f service. Paid leave benefits will cntinue t accrue. C. Requirements fr Obtaining Paid Leave: The emplyee must prvide t the department head 30 days ntice f the requested leave (r as much ntices as practicable if the leave is nt freseeable), cmplete the necessary frms and file them with the Human Resurce Department. After the three weeks f maternity/paternity/adptin leave have been exhausted, subsequent leave will be cvered under apprpriate plicies. The Family and Medical Leave Act (FMLA) allws emplyees up t 12 wrkweeks f unpaid leave annually. Paid leave under this plicy will run cncurrently with FMLA leave. After paid maternity/paternity leave is exhausted, the emplyee is required t apply any ther available paid leave, which will als run cncurrently with FMLA leave. Emplyees nt eligible fr FMLA leave shuld refer t the Leave f Absence Plicy after the three weeks f paid maternity/paternity/adptin leave and any ther paid leave have been exhausted regarding cntinuatin f insurance cverage fr emplyees n unpaid leave f absence. Cmpany Hlidays & Leave Benefits CEDA ffers eleven (11) paid cmpany hlidays: New Year's Day Martin Luther King s Birthday President s Day Memrial Day Independence Day Labr Day Clumbus Day 3

4 Veteran s Day Thanksgiving Day Day after Thanksgiving Christmas Day A. Vacatin Leave It is the plicy f CEDA t grant vacatins with pay t full-time and part-time emplyees in accrdance with the guidelines established belw. All regular full-time emplyees will accrue 1 day f vacatin each mnth, which is equivalent t 12 vacatin days annually. All regular full-time emplyees wh have wrked five r mre years and C-level and Directr level emplyees will accrue 1.5 days f vacatin leave each mnth in a calendar year. Regular part-time emplyees earn vacatin leave at a rate prprtinate t their hurs wrked. Fr the purpse f cmputing earned leave, a service f ne mnth is defined as at least sixteen calendar days a mnth. Vacatin leave credits will be accrued and credited n the sixteenth day f each mnth. Vacatin credit is nt granted fr less than ne mnth f service. Vacatin leave credits are an "abslute liability" t CEDA (due and payable at the current salary rate upn terminatin f emplyment) as an earned benefit f the emplyee. Applicatin fr vacatin leave must be submitted n the apprved frm t the emplyee's supervisr (except when vacatin leave is used in lieu f sick time). Vacatin leave will nt be apprved if the effect wuld be t leave the perating unit r department withut adequate persnnel t perate effectively. Vacatin perid is frm January 1 t December 31, emplyees may request t use any unearned vacatin time fr plan vacatins. All requests t use advance vacatin must be apprved by the emplyee s supervisr and cmplete a Vacatin Advance Request Frm. All vacatin leave must be used prir t the end f the Agency's calendar year n December 31 st. N vacatin leave will be carried frward int the new calendar year beginning n January 1 st. N exceptins can be made t this rule. Any emplyee, wh feels there is a discrepancy in the calculatin f his r her vacatin pay r eligibility, may request a review f that calculatin by the Human Resurces Department. In the event f cnflicting vacatin plans within an perating unit r department, pririty shall be established n the basis f senirity. It is the respnsibility f the supervisr t ensure that his r her staff is adequate at all times. When advance time is being requested fr vacatin purpses, the emplyee is brrwing frm vacatin time he r she has nt earned. Unearned vacatin time will be subtracted frm any accrued earned vacatin until the balance is in the psitive Emplyees, wh have used advanced, but unearned vacatin and are terminated prir t the accrual f vacatin leave earned, will have their final paycheck adjusted t reflect the amunt f used but unaccrued vacatin wed t CEDA. A request t use advance vacatin frm must be cmpleted and apprved by the supervisr. 4

5 On separatin frm emplyment with the Agency, vacatin payments will be determined by the number f accrued but unused vacatin days as f the last day f active emplyment. Vacatin Leave Usage fr Military Service: The emplyee shall receive payment fr vacatin accrued but nt used as f the date f departure fr military service. Full-time r part-time regular emplyees required t an attend mandatry "summer training" in the Natinal Guard r Reserves may chse ne f the fllwing ptins: The emplyee may take an apprved leave withut pay fr training purpses. The emplyee may use earned accrued vacatin fr training purpses. B. Sick Leave It is the plicy f CEDA that all regular, full-time emplyees will earn sick leave credit at the rate f ne day per mnth. This is nly fr 40 hurs. Emplyees scheduled t wrk between hurs per week earn sick at a prrated rate. Regular part-time and temprary emplyees wrking less than 30 hurs per week will earn sick leave credit at a rate f 1 hur f sick leave fr every 40 hurs wrked hurs wrked. Sick leave credits will be accrued n the sixteenth day f the mnth, prvided that the emplyee has been emplyed fr the first sixteen days f the mnth. In rder nt t financially penalize new emplyees fr unexpected illness, all new regular, full-time emplyees will be advanced six (6) days f earned sick leave credit at the beginning f their emplyment. They will nt earn additinal sick leave until the sixteenth day f their seventh mnth f emplyment, when they will begin t accrue sick leave credits at the rate f ne day per mnth, r fractin theref fr part-time emplyees. Qualifying Absences: An emplyee may use paid sick leave when: He r she is physically r mentally ill r injured, r fr the purpse f receiving medical care, treatment, diagnsis r preventative medical care r recuperating frm the same; A member f his r her family is ill r injured, r t care fr an immediate family member receiving medical care, treatment, diagnsis r preventative medical care; He r she, r a member f his r her family, is the victim f dmestic vilence, r is the victim f sexual vilence r stalking; Attend t a family member receiving medical, dental, r ptical examinatin r treatment; CEDA is clsed by rder f a public fficial due t a public health emergency, r he r she needs t care fr a child whse schl r place f care has been clsed by rder f a public fficial due t a public health emergency. Fr the purpses f this sectin, public health emergency is an event that is defined as such by a Federal, State r Lcal gvernment, including a schl district; r Fr any leave designated as FMLA leave. See CEDA s FMLA plicy fr mre details n the types f absences that may be cvered by the FMLA. 5

6 Prvide care fr a family member wh wuld, as determined by the health authrities having jurisdictin r a health care prvider, jepardize the health f thers by that family member's presence in the cmmunity because f expsure t a cmmunicable disease; r Make arrangements necessitated by the death f an immediate family member, if additinal time is needed beynd bereavement time. Fr purpses f this plicy, family member means an emplyee s child, legal guardian r ward, spuse, dmestic partner, parent, spuse r dmestic partner's parent, sibling, grandparent and grandchild. A child includes nt nly a bilgical relatinship, but als a relatinship resulting frm an adptin, step-relatinship, and/r fster care relatinship, r a child t whm emplyee stands in lc parentis. A parent includes a bilgical, fster, stepparent r adptive parent r legal guardian f an emplyee, r a persn wh std in lc parentis when the emplyee was a minr child. Dcumentatin: CEDA may require dcumentatin t verify that sick leave is being used fr permissible purpses when an emplyee is absent fr mre than three cnsecutive wrk days. Fr sick leave related t an emplyee s r family member s illness r injury, CEDA may request a nte signed by a licensed health care prvider (which des nt need t specify the nature f the injury r illness) r any additinal infrmatin required fr FMLA cvered leave r ADA accmmdatins. Fr absences related t dmestic vilence r sexual vilence, the emplyee may prvide a plice reprt, curt dcument, a signed statement frm an attrney, a member f the clergy, r a victim services advcate, r any ther evidence that supprts the emplyee s claim, including a swrn declaratin r affidavit frm him r her r any ther persn wh has knwledge f the circumstances. While CEDA will nt delay payment f sick leave while waiting fr requested dcumentatin, an emplyee wh fails t submit requested dcumentatin within a reasnable amunt f time will be subject t discipline, up t and including discharge. Each emplyee is respnsible fr ntifying the apprpriate supervisr within ne-half hur f the regular starting time f the first day f absence when sick leave will be claimed, and als respnsible fr keeping the supervisr infrmed regularly f the emplyee's cnditin. This is required s that adjustments can be made fr carrying ut the emplyee's duties. Nte: In rder t prvide uninterrupted client services, sme prgrams have specific guidelines and prcedures fr emplyees t fllw when reprting absences. A supervisr can require reasnable evidence as prf f sickness. Als, a physician's statement may be required indicating ability t resume wrk. Sick leave credits may be accumulated withut limitatin. If an emplyee is absent frm wrk due t persnal illness (r ther reasns rdinarily chargeable t sick leave), and there is insufficient sick leave credit t enable regular payment f salary, the time ff will be charged autmatically t ther leave categries such as vacatin r persnal business leave, prvided the emplyee is eligible fr such leave. If all earned leave credit has been used and the emplyee requires additinal time t recuperate, he r she may make request t the Human Resurces Directr fr an extended PERSONAL LEAVE WITHOUT PAY. Unused sick leave is nt cmpensable in salary payments when emplyment is terminated. C. Persnal Leave with Pay All full-time emplyees wh have been with the Agency a minimum f twelve (12) mnths are entitled t 6

7 five (5) persnal leave days per year. Part-time emplyees earn persnal leave with Paydays in prprtin t the number f hurs wrked per week. Persnal Leave with Pay must be use befre the emplyee s next anniversary day, r the unused days will be frfeited. Persnal with Leave with Pay is nt cmpensable as salary upn terminatin frm CEDA. Persnal Leave with Pay days is recrded annually n the emplyee's anniversary date f emplyment. Persnal Leave with Pay days shuld always be arranged with yur supervisr, and may be taken in cnjunctin with apprved vacatin r sick time. Persnal Leave with Pay days can be use cnsecutively r taken in increments f 1hur in a day. Days may be taken with bereavement leave, r fr religius bservatins. Persnal Leave with Pay time must be utilized first, befre an emplyee can request t use advance vacatin days. D. Unpaid Persnal Leave Of Absence Unpaid persnal leaves f absence may be requested by full-time regular and part-time emplyees. Persnal leave may be granted fr justifiable reasns at the Agency s sle discretin. Persnal leaves are nt granted until all accrued unused vacatin and persnal days have been exhausted. The emplyee des nt accrue benefits including, but nt limited t, persnal days and vacatin days when n leave. The emplyee will nt be paid fr hlidays during a leave f absence. A directr r human resurces may authrize unpaid persnal leave. Directrs cannt authrize an unpaid persnal leave fr lnger than ne week. Requests fr unpaid persnal leave in excess f ne week can nly be apprved by human resurces. The emplyee must prvide CEDA with mnthly update n status f returning t wrk during the granted leave time; if the emplyee des nt return back t wrk n the designated date leave ends, emplyment with CEDA will be terminated, unless an extensin is requested at least tw (2) days in advance f the expiratin and apprval is granted by Human Resurce Directr. An emplyee wh requests an extended persnal leave f absence des s with the understanding that the Agency cannt guarantee that the emplyee's jb will remain pen r that a similar ne will be available at the expiratin f the leave perid. If a cmparable psitin is nt available by the time the leave expires, the emplyee may elect t accept a lesser psitin. If n acceptable psitin is available at the time the leave expires, emplyment with CEDA shall be terminated. Reinstatement will nt be guaranteed t emplyees returning frm persnal leave. Hwever, Agency endeavrs t place emplyees returning frm persnal leave in their frmer psitin (r in a cmparable psitin) subject t budgetary restrictins, the Agency s needs t fill vacancies, and ther factrs within the sle discretin f CEDA. The presumed maximum amunt f persnal leave is three (3) mnths, subject t a pssible reasnable accmmdatin t extend beynd the cmpliance with the Americans with Disability Act. E. Bereavement Leave Full-time and Part-time emplyees may take up t three wrk days due t a death in their immediate family. Immediate family is defined as spuse, significant ther, mther, father, sister, brther, children, grandparents, mther-in-law, father-in-law, brther-in-law, sister-in-law, sn-in-law and daughter-in- 7

8 law. In the event f the death f a spuse, dmestic partner, child, cases f great distance r severe emtinal hardship; special arrangements fr additinal time ff may be requested. Emplyees may be granted ne day t attend the funeral f a family member wh is utside the immediate family r a clse friend. This is an unpaid leave. Emplyees may use any available accrued vacatin and persnal leave with pay time, r take the day as unpaid. This request must have prir apprval frm the supervisr. Please be advised that any request made may depend n peratinal r staffing needs. If additinal bereavement time is needed, an emplyee may request additinal time-ff beynd three days; this may r may nt be paid depending n the emplyee s alternate benefited time available (i.e. persnal leave, vacatin, sick). F. Child Bereavement Leave If an emplyee is eligible fr leave under the Family and Medical Leave Act ( FMLA ) and suffers the death f a child, the emplyee will be eligible t take seven (7) days f unpaid bereavement time fllwing the death f the emplyee s child. Emplyees may be entitled t up t six (6) weeks f bereavement time in the event f the death f mre than ne child during a twelve-mnth perid. Child Bereavement Leave may nt be taken in additin t unpaid leave permitted under the FMLA, and may nt exceed unpaid leave time allwed under the FMLA. Emplyees taking unpaid leave due t the death f a child are permitted t take any accrued paid leave cncurrently, but will nt be required t d s. Full-time r part-time emplyees wh wrks less than 30 hurs per week, wh have been emplyed by CEDA fr at least six (6) cntinuus mnths, CEDA will grant up t eight (8) hurs f unpaid leave each schl year up t fur (4) hurs n any given day, nt t exceed 4 hurs s that the emplyee can attend schl cnferences r classrm activities related t the emplyee's child if the cnference r classrm activities cannt be scheduled during the nn-wrk hurs. An emplyee wishing t utilize leave under this plicy must prvide their immediate supervisr with a written request fr leave at least seven (7) days in advance f the time the emplyee is seeking t use this leave and any applicable paperwrk frm the schl t infrm the supervisr f the nature f the need fr leave. In emergency situatins, n mre than twenty-fur (24) hurs-ntice shall be required. Emplyees must cnsult with their manager in rder t schedule the leave s as nt t disrupt unduly the peratins f CEDA. G. Jury Duty An emplyee called fr jury duty will be granted leave t serve and will be cmpensated fr the difference between his/her regular salary and the amunt received fr jury service. Emplyees will cntinue t accrue vacatin and sick leave credits during the jury leave. Eligibility: This plicy applies t all full-time and part-time emplyees. Apprval: An emplyee wh is summned fr jury duty must infrm his/her supervisr as sn as pssible f the date and time f the curt date; and submit a cpy f the summns regarding scheduled jury duty t frward t the Human Resurces Department. The emplyee shall prvide the supervisr with vucher f time paid while serving n jury duty in 8

9 rder t dcument the time away frm the jb, and receive regular salary cmpensatin. Vuchers are t be endrsed by emplyee payable t CEDA, Inc. All evidence f attendance and cmpensatin will be frwarded by the supervisr t the Department f Human Resurce Timekeeping Unit. H. Electin Leave CEDA encurages every emplyee t participate fully in the plitical prcess. Emplyees are encuraged t vte befre r after wrking hurs. If an emplyee is unable t vte befre r after wrking hurs, emplyees will be allwed tw (2) hurs, either mrning r afternn, in which t vte. Yu must ntify yur supervisrs in regards t time yu are planning n vting. I. Other Benefits Eligible emplyees are prvided with a range f benefits. CEDA reserves the right t add, delete, mdify r amend any r all f these prgrams r t require r increase emplyee premium cntributins tward any benefit, at any time in its sle discretin, with r withut ntice. Additinally, if there is a difference between the descriptin f the benefit and a plan dcument, the plan dcument in effect at the time will always cntrl. J. Wrkers Cmpensatin Any CEDA emplyee injured n the jb may be entitled t benefits under the Illinis Wrker's Cmpensatin Act. Wrker's Cmpensatin benefits are applicable regardless f wh is at fault. In rder t prtect a wrker's rights and t btain any benefits t which an injured wrker may be entitled, the emplyee shuld: Infrm his/her Supervisr r the Human Resurces Department f the injury/accident as sn as pssible - the emplyee shuld advise his Supervisr r the Human Resurces Department f the fllwing: date, time and place f injury/accident, brief descriptin f/and cnditins that caused the injury/accident, and descriptin f injured parts f the bdy r disease resultant frm the injury/accident. Prmptly seek prper medical care - each CEDA wrksite shall display a list f lcal dctrs, hspitals and ambulances, alng with crrespnding telephne numbers in cases f emergency. Hwever, the emplyee has the ptin f visiting his wn private physician. This infrmatin may be given t the supervisr in writing r rally. If CEDA des nt have ntice within frty-five (45) days f the accident/injury, claims fr any cmpensatin may be disallwed. Prvide the Human Resurces Department with the name, address and telephne number f the dctr treating the emplyee, Prvide the Human Resurces Department with the riginal cpy f the incurred dctr/hspital bill as sn as it is received, 9

10 Ask the dctr t prmptly prvide infrmatin requested by the emplyer abut the cnditin f the emplyee, and Keep recrds f all bills, dates f treatment, cmpensatin payment dates wrked and nt wrked, t whm the injury/accident was reprted and any ther infrmatin relating t the emplyee's injury/accident. The injured emplyee's supervisr plays an imprtant part in the Wrker's Cmpensatin prcess. The emplyee's supervisr must: Prmptly cnduct a thrugh investigatin t determine if the injury/ accident was caused by a wrk-related incident, Prmptly cntact the emplyee and the Human Resurces Department t determine the extent f the injury and ther necessary infrmatin s that benefits can be paid in a timely fashin, Ntify the Human Resurces Department f the accident/injury within twenty-fur (24) hurs by cmpleting a Frm 45 -Emplyee's First Reprt f Injury r Illness, and Submit the emplyee's first bill fr treatment r direct the emplyee t send the bill t the Human Resurces Department. The Human Resurces Department will d the fllwing: Ntify the insurance cmpany that a claim will be filed under CEDA's plicy number; Prvide the injured emplyee with an infrmatin handbk and the accmpanying handut supplied by the Illinis Industrial Cmmissin; and Frward the Frm 45 and the emplyee's first medical bill t the insurance cmpany within seven (7) days after the injury/accident. The insurance cmpany will d the fllwing: Within furteen (14) days begin payment f temprary ttal disability payments, tell the emplyee what additinal infrmatin the emplyer needs t begin cmpensatin payments, r infrm the emplyee that benefits have been denied. HUMAN RESOURCES 6. What types f perfrmance reviews/assessments are captured fr emplyees? The supervisr cmpletes a series f questins rating each emplyee s perfrmance n a five pint scale. Ratings are based n each emplyee s perfrmance and achievement f gals, as applicable. The Supervisr als cmpletes a shrt narrative adding any cmments that further explain the supervisr s rankings. The perfrmance reviews are currently cmpleted within the HRIS system. 7. D yu track cmpany assets? 10

11 CEDA s assets are tracked in the Finance Department Fixed Asset database. While this is nt a current pririty fr CEDA, we may chse t implement this functinality at a later date depending n cst/benefit. If yur sftware has the ability t track fixed assets by emplyee please share the sftware capability and incremental cst, if applicable. 8. D yu track certificatins, educatin, r licenses? CEDA recently started. We are interested in this functinality if affrdable. TIME & ATTENDANCE 9. Hw are department transfers handled? Nt clear what is being asked. Transfers are handled thrugh the HRIS/Payrll system by changing the department cde. If this des nt answer the questin, please clarify. 10. D yur emplyees wrk a set schedule? If s, hw/where are scheduled managed? Emplyees generally wrk a set schedule. If schedule changes are required frm time-t-time, the adjustments are handled by the department Directr. CEDA des nt need r utilize a scheduling sftware. 11. D yu have shift wrk/rate premiums? If s, can yu share? N. We d nt ffer shift/wrk premiums. PAYROLL 12. Hw lng des the prcess take? A minimum f tw days is required t prcess payrll. It may take up t three days t prcess depending n changes during the perid (i.e. new hires, terminatins, salary increases, etc.). 13. What srt f exceptin items and challenges cme up as yu are preparing payrll? -ne-time deductins -bnuses r cmmissins -verride deductin amunts -vid checks -hurly rate changes -labr distributin All f the abve are ptential challenges encuntered during prcessing. Allcatin f emplyer csts when emplyees n FMLA/Disability are als an issue. CEDA currently cuts a zer dllar check t fr each impacted emplyee t accmplish. 14. D yu distribute any f yur emplyee s cmpensatin acrss multiple departments r cst centers? 11

12 Yes. CEDA is funded primarily thrugh gvernment grant funding. Emplyee cmpensatin and the assciated benefits need t be allcated t each respective grant an emplyee is charged t. Mst emplyees are cded t ne t three cst centers. Hwever, there are 5-6 emplyees that are charged t 6 different cst centers. Payrll sftware must have the ability t accmmdate this allcatin f emplyee cmpensatin and benefit csts. 15. Are there any unique calculatins r cnsideratins with respect t cmpensatin? N. 16. What s the prcess fr getting jurnal entries int the General Ledger t recrd payrll expenses? A file is generated frm the payrll system in Excel r CSV frmat. The file is electrnically upladed t the Blackbaud Financial Edge general ledger sftware. 17. What accunting system d yu use? CEDA utilizes the Blackbaud Financial Edge general ledger sftware. 18. What institutin is payrll drafted frm? Wintrust REPORTING 19. What are sme f the reprts regularly created & what reprts wuld yu need t be able t run thrugh yur new prvider? CEDA requires the typical reprts required by ther cmpanies. The mst cmmn are mentined in Exhibit A f the RFP. Summary and detail leave and earnings reprt Summary and detail earnings reprt by department. Summary and detail deductin reprts fr quarterly recnciliatin Canned exceptin reprts 20. Fr sectin , what perid f time is CEDA cncerned with? Is a bridge letter acceptable if the latest reprt des nt cver this perid? CEDA s fiscal year-end is June 30. Fr purpses f the RFP respnse, a bridge letter is acceptable if the mst recent audit reprt des nt cver the RFP due date. MISCELLANEOUS 21. Fr sectin 6.2.9, if the cmpany des nt have a SAM (System fr Award Management) number, shuld we simply state that this is nt applicable r leave the sectin blank? 12

13 CEDA receives a substantial prtin f its funding frm the Federal Gvernment. A SAM s number is required f all cntractrs wh wrk with CEDA. Therefre, if yur rganizatin des nt pssess a SAM s number, we request yu register with SAM s. The prcess is straightfrward and relatively easy. Please nte that the SAM web address is and their phne number is