In a recent presentation to the Georgetown Law Center Tax-Exemption Organization Conference, staff members to the Senate Finance and House Ways and Means Committees reported on some proposals for legislation that would have a legal impact on larger non-profit employers in the realm of senior executive compensation.
Large non-profit employers need to exercise care in

Many employers encourage employees to seek community leadership positions so as to enhance the company’s public profile.  Indeed, for some senior executives, this can be an employer expectation.  But does this “doing good” present some employer risks?
It can.  For example, a prominent employee’s service  on a non-profit board can identify the employer with the

Non-Profit employers usually exist in the same employment law “world” as do for-profit employers.  However, as to senior executive compensation and staff conflicts of interest, unique rules apply.  Forgetting this distinction can lead to serious and costly “intermediate sanctions” fines by the IRS and ultimately to the loss of non-profit status.  An earlier Minnesota Employer

Although the Minnesota Human Rights Act (MHRA) generally prohibits employers from discriminating on the basis of sexual orientation, it also allows certain religious associations and educational institutions to discriminate on the basis of sexual orientation in certain circumstances.
The MHRA includes an exemption for non-profit religious associations, religious corporations, or religious societies, or any institution

A non-profit employer enjoys the privilege of being tax-exempt – but every privilege brings obligations, of course.  For example, the Internal Revenue Code has very stringent and vigorously enforced prohibitions against the higher echelon employees of non-profits (Foundations, Churches, Colleges – about 6% of US GNP and 10% of the national workforce) receiving compensation beyond

As a general rule, most non-profits must be completely nonpartisan – they cannot engage in political campaigning.  The rules concerning non-profit lobbying are complex and must be followed carefully.  This restriction is the fair price of tax-exempt status and most non-profits are acutely aware of coming within a “legal mile” of illegal campaigning, ballot initiatives