Hudson Vista Physician Services PC

“ST. LUKE'S CORNWALL HOSPITAL ("SLCH") IS THE SOLE MEMBER OF Hudson Vista Physician Services, PC. Montefiore Health System, Inc ("MHS") IS THE SOLE member OF SLCH. As such, MHS HAS THE ULTIMATE AUTHORITY TO ELECT THE MEMBERS OF THIS ORGANIZATION'S BOARD OF TRUSTEES AND HAS CERTAIN RESERVED POWERS AS DEFINED IN THe ORGANIZATION'S BYLAWS.”

“The Form 990 was prepared by the Montefiore's tax Department working closely with St Luke's Finance team and assisted by various departments throughout the Health System. The Form 990 was reviewed and approved by the Vice-President-Finance and the ST LUKE'S CORNWALL HOSPITAL senior leadership including the Chief Financial Officer. In addition, an independent accounting firm was engaged to review the Form 990. Upon completion of the various reviews, the Form 990 was presented to the Board of trustees for review and approval prior to filing.”

“THE ORGANIZATION has adopted the conflict of interest policy maintained by ST. LUKE'S CORNWALL HOSPITAL, the parent organization. All monitoring and enforcement of the conflict of interest policy is performed by the hospital. All officers, directors and key employees of the St Luke's organization are required to complete an annual conflict of interest questionnaire, in their capacity as an employee of the organization or as a Board Member. Completed questionnaires are reviewed by the SYSTEM'S COMPLIANCE OFFICER and ANY POTENTIAL CONFLICTS ARE DISCLOSED AND REPORTED TO THE SYSTEM'S PRESIDENT/CEO AND THE ST. LUKE'S CORNWALL HOSPITAL FINANCE COMMITTEE. POTENTIAL CONFLICTS OF INTEREST ARE DISCUSSED AND ANY NECESSARY MITIGATING BEHAVIOR IS TAKEN. Documentation of the existence and resolution of the conflict, including any meeting minutes, IS maintained by the Secretary of the Board.”

“THE ORGANIZATION IS AN AFFILIATE WITHIN Montefiore Health System, Inc., A TAX-EXEMPT INTEGRATED HEALTHCARE DELIVERY SYSTEM ("SYSTEM") WHICH INCLUDES ST. LUKE'S CORNWALL HOSPITAL ("HOSPITAL"). The officers of the organization are also officers of the hospital and are compensated by the Hospital. The St Luke's Board of Trustees has charged the Compensation Committee of the Board (which is comprised of independent Board members with no conflicts of interest in regards to executive compensation) with making all decisions related to compensation for officers and key employees. All decisions made by the Compensation Committee are appropriately and timely documented in meeting minutes. The compensation committee's review process follows the Intermediate Sanctions guidelines for qualifying for the rebuttable presumption of reasonableness. The Committee retains an independent compensation consultant to assist it with this process. Compensation levels are established considering data for comparable organizations, an assessment of management performance (including the services provided to the community), and other business judgment factors, consistent with St Luke's executive compensation philosophy. The Committee's decisions are made in the best interest of St Luke's, and are intended to ensure the recruitment and retention of key executive talent, consistent with the market practices of other not-for-profit healthcare organizations of comparable scope, mission and complexity. On an annual basis, the Committee provides the full Board of Trustees with a description of the committee's review and approval process and its decisions. All decisions made by the Compensation Committee are appropriately and timely documented in meeting minutes.”

“The conflict of interest policy and governing documents are made available upon request.”

“PART VII AND SCHEDULE J REFLECT CERTAIN OFFICERS RECEIVING COMPENSATION FROM A RELATED ORGANIZATION. tHIS REMUNERATION WAS FOR SERVICES RENDERED AS FULL-TIME EMPLOYEES OF THE RELATED ORGANIZATION AND NOT FOR SERVICES RENDERED AS A VOTING MEMBER OF THIS ORGANIZATION'S BOARD OF TRUSTEES.”