Financials and Transparency

We’re committed to transparency.
Explore our disclosures here.

We are committed to a high standard of fiscal responsibility and compliance. This page discloses our financial statements and company policies.

Financial Statements

For most of 2022, FAR AI operated as a fiscally sponsored project of Players Philanthropy Fund. Their Form 990 and audited financial statements are available on their Compliance & Financials page.

FAR AI incorporated in October 2022. Our 1023 application for tax-exempt status is available here, and our Form 990 for 2022 is available here. Our Form 990 for 2023 will be made available in mid-2024.

Equal Employment Opportunities policy

FAR works with independent contractors and employees on both fixed-term and permanent basis. We are proud to be an Equal Employment Opportunity employer. Our mission is in service of all of humanity, and is incompatible with unfair discrimination practices that would pit members of humanity against one another.

We do not discriminate against qualified employees or applicants based upon:

  • race, color, ethnic or national origin, nationality, immigration status, citizenship, or ancestry;
  • age;
  • religion, religious creed, or belief;
  • sexual orientation, marital status, pregnancy, childbirth, breastfeeding;
  • gender, gender identity, gender expression, transgender status, sex, sexual preference or sexual stereotypes;
  • military or veteran status, political views or activity;
  • any medical condition, genetic information or characteristics (or those of a family member), or disability;
  • status as a victim of crime; or
  • any other characteristic protected by federal, state, or local law.

We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law.

Our policies comply with the Americans with Disabilities Act and the Civil Rights Act.

Anti-corruption and anti-bribery policy

Globally, corruption saps economic growth, hinders development, destabilizes governments, undermines democracy, and provides openings for dangerous groups such as criminals, traffickers, and terrorists. In the nonprofit sector, acts of corruption, theft, fraud, and abuse violate donor trust. Acts of corruption damage the reputation of the nonprofit sector, and hinder the ability of nonprofit organizations to achieve their missions.

FAR is committed to engaging in business practices in full compliance with anti-corruption and anti-bribery laws in the state of California, USA, together with all other anti-corruption and anti-bribery laws and regulations applicable to FAR’s business anywhere in the world. We have zero-tolerance for any corruption in business activities. Our policy prohibits bribes and all other improper or unauthorized payments that directly or indirectly make, offer, or promise to make kickbacks, benefits, or advantages to any person, individual, organization or entity. A violation of this policy can occur even if the bribe or other corrupt practice fails to achieve the desired outcome.

Personnel are expected to adhere to both the spirit and the letter of our anti-corruption and anti-bribery policy, concerning all aspects of FAR’s business anywhere in the world. It is the responsibility of personnel to be aware of how each situation may violate or lead to a violation of this policy and anti-corruption laws.

Whistleblower protections policy

It is the intent of FAR to adhere to all laws and regulations that apply to the organization, and our whistleblower protections policy supports this goal. If any employee reasonably believes that some policy, practice, or activity of FAR is in violation of law or regulation or has knowledge of or a concern of illegal or dishonest fraudulent activity, the employee is to contact their immediate supervisor, the CEO, or if not appropriate, any member of the Board of Directors. The employee is encouraged to exercise sound judgment to avoid baseless allegations.

Examples of illegal or dishonest activities include, but are not limited to, violations of federal, state or local laws; billing for services not performed or for goods not delivered; and fraudulent financial reporting. The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate people are charged with these responsibilities.

Retaliating against a co-worker who made a complaint or otherwise participates in the investigation process is grounds for discipline, up to and including termination. Retaliation is when someone penalizes another person for any of the following:

  • Reporting what they believe in good faith to be a violation of this policy;
  • Expressing an intent to report what they believe in good faith to be a violation of this policy;
  • Assisting another employee in an effort to report a violation of this policy; or
  • Participating in any investigation under this policy.