I joined a nonprofit last month. This month it was announced that the org will be shutting down in 3 years. They have committed funds till 2029 and then will close down. Not getting into the details of why. This was not communicated to me (or other new hires) at the time of joining. It's further complicated for me because I am on a work visa and will lose my status when the company closes. Now there is definitely no routes for future sponsorship. I've spoken to a few others who have worked in the NGO world and they seem to think this was quite normal since NGOs are driven by funding cycles and projects are only secured by grants. I earn decently (equivalent of 75K USD) at a junior manager role. What should I do?

I’m tasked with helping our ED pick a retirement plan for our org. We are leaning towards something that matches 3% of salary.

I’ve had a combo of IRAs and 403bs, but no real understanding of what the difference is.

What does your org use and what do you prefer as an employee?

Edit: this is for org with 2 staff

Hi everyone. I work in programs (amongst various other hats) at a very small nonprofit with a local home base but serving an international community. I’ve worked there for about 10 months. I genuinely care about the mission and absolutely love my team and culture.

We work from home completely with no office and have a separate space only for holding event materials. We hold occasional local events at our home base and around the country that require in-person support and occasional travel.

When first accepting the role, it was listed as “mostly remote” and my supervisor worked remotely, which gave me some hope about location flexibility. However, as time as gone on, I’ve seen the need for in-person support, which has been difficult, as I have postponed a potential move with my long-term, long-distance partner because of how much I love this new job that has been my dream job for years.

I have became increasingly depressed with the distance and my current location/living situation. Additionally, my partner and I’s circumstances are changing soon, and it makes most sense for me to move to be with them toward the end of the year. I would love to keep my job if possible.

Much of my work can be done remotely (at least 90%), and my supervisor already works fully remotely after the organization accommodated that arrangement. However, we’re a team of only four, and I’m occasionally needed for on-site support for events, networking, meetings, etc., so that remaining 10% of in-person work can be very valuable, even if it’s only occasional. My supervisor’s remote arrangement means there’s one less person available too, especially with limited staff already.

I’m trying to decide whether to ask for a remote arrangement with planned travel for major events, propose a trial period, or offer to remain remotely employed while they find and train my replacement if a permanent arrangement isn’t feasible.

My biggest concern is that I’ve only been there about 10 months, so I don’t want to overstep or risk losing my job before I have another one lined up. At the same time, I feel I’ve gained organizational knowledge and taken ownership of important programs and processes, so I’d love to find a solution that works for both sides.

I’m curious everyone’s thoughts on:
Is it reasonable to ask for the same remote flexibility my supervisor was granted, given the differences in our responsibilities and putting us down another staff member for last-minute or occasional on-site needs?
Would offering to work remotely during a transition period be a reasonable compromise?
Would you raise this now, wait until a performance review, or secure another job first?
Are there other compromises I should consider?
I’d appreciate any advice on how to approach this conversation fairly without jeopardizing my current position. Thank you in advance!

I recently lost my job at a nonprofit in Michigan that works with foster care youth, and I'm wondering if I should look into legal action.

A few months into my employment, I was placed on a PIP for things like allegedly leaving doors open and slamming doors in people's faces. These accusations weren't true, and when I questioned my supervisor, they couldn't provide any evidence or specific examples.

There was never any formal follow up regarding the PIP.

About a month later, I was essentially demoted. Someone else was promoted into my original position, and I was moved to oversee a different project without any formal paperwork documenting the change.

The new role was originally intended for a 30 hour employee, while I was full time and salaried. I didn't mind the change, but most of the work involved outreach to people who were either uninterested or slow to respond. This made it appear as though I wasn't getting much done.

Eventually, I came into work and was called into a meeting with the executive director. My direct supervisor wasn't present.

I was told my position was being changed to part time and that they were separating from me. When I asked why I couldn't be considered for the part time position, they referenced my performance and the original PIP.

The strange part is that I was never given a copy of the PIP, never signed it, and never had any follow up meetings about it.

When I asked the executive director to show me the PIP during my termination meeting, she couldn't provide it and told me to email them for a copy.

Several people have suggested I sue, but I know Michigan is an at will employment state.

I'm not saying I was a perfect employee, but the whole situation feels questionable, especially since I was moved out of my original position and then terminated based on a PIP that was never followed up on.

My questions are:

1. Does any of this sound legally questionable, or just like poor management?
2. Can an employer use a PIP against you if you never signed it or received a copy?
3. Is it worth speaking with an employment attorney?
4. What would you do in my situation?

I'm genuinely looking for advice because I'm not sure whether to pursue this or just move on.I recently lost my job at a nonprofit in Michigan that works with foster care youth, and I'm wondering if I should look into legal action.

A few months into my employment, I was placed on a PIP for things like allegedly leaving doors open and slamming doors in people's faces. These accusations weren't true, and when I questioned my supervisor, they couldn't provide any evidence or specific examples.

There was never any formal follow up regarding the PIP.

About a month later, I was essentially demoted. Someone else was promoted into my original position, and I was moved to oversee a different project without any formal paperwork documenting the change.

The new role was originally intended for a 30 hour employee, while I was full time and salaried. I didn't mind the change, but most of the work involved outreach to people who were either uninterested or slow to respond. This made it appear as though I wasn't getting much done.

Eventually, I came into work and was called into a meeting with the executive director. My direct supervisor wasn't present.

I was told my position was being changed to part time and that they were separating from me. When I asked why I couldn't be considered for the part time position, they referenced my performance and the original PIP.

The strange part is that I was never given a copy of the PIP, never signed it, and never had any follow up meetings about it.

When I asked the executive director to show me the PIP during my termination meeting, she couldn't provide it and told me to email them for a copy.

Several people have suggested I sue, but I know Michigan is an at will employment state.

I'm not saying I was a perfect employee, but the whole situation feels questionable, especially since I was moved out of my original position and then terminated based on a PIP that was never followed up on.

My questions are:

1. Does any of this sound legally questionable, or just like poor management?
2. Can an employer use a PIP against you if you never signed it or received a copy?
3. Is it worth speaking with an employment attorney?
4. What would you do in my situation?

I'm genuinely looking for advice because I'm not sure whether to pursue this or just move on.

I work in fundraising and have done so on and off, mostly on, for a decade.

I am confident and experienced in FCR.

I have done less individual giving, board giving, and other kinds of fundraising.

I'm currently in an associate director level role. My organization is not in a good place and the rest of the fundraising team is gone (either left or got laid off).

Due to other changes at the org, I have been added to the leadership team.

I have also stepped up in many ways over the past year due to dire circumstances.

I've been applying to jobs. Some of them are DoD roles.

I still feel less than qualified for these roles but I also think I could grow into the role.

Any gauge on this from an outside perspective?

Am I shooting too high?

Selling myself short?

Anything I can do to skill up or improve my confidence as I navigate my job search?

Hi Reddit! I’m on the board of my local PTA and we’d like to legally add a dba so we don’t have to go by the lengthy name as tied to our state PTA. We are NOT currently incorporated. Yes, we should be, but that’s another topic entirely.

Anyway, I can’t seem to figure out how to add a dba without being incorporated. I’m in NJ and the online portal as well as paper form ask for the organization status and business entity ID, but there’s no option for an unincorporated non profit association with no entity ID.

Do I even need to go through the state or can I just lite it on our 990? Any guidance would be appreciated. Thanks.

Hello. I have a non-profit in the Midwest. We are brand new and will be hosting our first annual fundraiser. It’s a “Cowboys and Cocktails” theme

I am debating between, an open invitation with a grazing appetizer table, desserts and open bar with the option of “dinner” being a few food trucks on site that donate half proceeds to cost. Donations are at will and the silent auction.

Or.

Ticket sales for individual seats and tables, with a plated dinner, open bar and silent auction with a “late night” food truck option -think formal wedding style

Thoughts. Opinions. Let’s hear.

I'm currently in the interview process for a major gifts officer role I'm really hoping to get! I have had two great interviews with them, and a third scheduled at the end of the month. They've asked for my references, too!

Now, they're asking me to complete a (paid) assignment. First part is to create a 1–2-page doc that should serve as an intro and include a basic explanation of their work and role in the space for a new donor. Then, they want me to come up with a list of 5 potential major donors.

I have two questions for you all!

1. I'm experienced with writing grant apps and LOIs, but my major donor work has been done mainly with email through relationships I've inherited. What subsections should I be certain to include on the proposal doc? Does anyone have a template they like to use?

2. Also, identifying donor prospects without access to the group's existing lists is a challenge. They are really beginning to build out a major donor program, so I would kind of be starting from scratch. I found 5 individuals who have donated to similar orgs. I have emails for some due to my existing professional connections. Should I include those in the doc, or is that giving away too much info without being guaranteed a position?