Hamilton Foundation Inc

“The organization is under a management/affiliation contract with greencroft retirement communities, inc. (grc), a related tax-exempt organization. According to the agreement, grc has the sole and exclusive right to supervise, manage, and operate the organization's facility ("the facility"). In addition, grc has the sole control and discretion with regard to the operation and management of the facility for all customary purposes, as well as the right to determine all operating policies affecting or concerning the appearance and maintenance standards of operation, and any other matter affecting the facility or the operation thereof. The agreement terminated in june 2014.”

“By full board approval, the assets were transferred to haven hubbard homes, inc. (dba hamilton grove) (ein 35-0870110), a related supported organization, prior to hamilton foundation's merger and dissolution with greencroft communities foundation, inc. (ein 23-7126990).”

“The organization has one member, haven hubbard homes, inc., who is also a related tax-exempt organization. All directors of the organization are appointed by haven hubbard homes, inc., an indiana not-for-profit corporation.”

“Haven hubbard homes, inc. Has a series of controlling or approving roles for this organization which include: 1.) all directors are apponted by haven hubbard homes, inc. 2.) board members may be removed by haven hubbard homes, inc. 3.) any vacancy in board membership is filled by haven hubbard homes, inc. 4.) any vacancy in the chairmanship will be filled by haven hubbard homes, inc. 5.) the president is subject to approval by haven hubbard homes, inc. 6.) any officer may be removed by haven hubbard homes, inc. At any time. 7.) the organization may not amend or repeal its bylaws without prior approval of haven hubbard homes, inc.”

“See narrative for part vi, section a, line 7a”

“A final draft of the full form 990, including all applicable schedules, is presented by our tax advisors to the organization's audit committee at a regularly scheduled meeting. A copy of the final draft is then provided to each board member prior to its filing. This allows the board of directors and management to review and provide comments and explanations regarding the form.”

“Board members and officers are required to annually disclose any conflicts of interest they may have with the organization. The treasurer reviews each policy statement signed by these individuals to determine if any conflicts have occurred and need to be brought to the attention of the board. If a conflict arises, the respective board member will abstain him/herself from any related discussion, vote or similar action on the matter.”

“Hamilton grove, chicago trail village and hamilton foundation's (hg) philosophy is to compensate team members in a fair manner for the worth of work provided within the current market value range for each position in the organization. Hg conducts periodic review of the market to develop average wages for positions within hamilton grove hamilton grove starts employees that meet the minimum requirements for the position at/or near the starting wage. We make adjustments to the starting wage based on years of experience in that specific position. Our compensation philosophy for staff of our organization is based on various tiers. The first tier is general staff. We have hired an outside consultant to develop a compensation system for all of hamilton grove's positions. The consultants developed a system with wage scales that use the marketplace average for key positions as the starting point for the scales. The wages scales have a minimum, a 25th percentile, a 50th percentile (average) a 75th percentile and a maximum. We strive to keep our average for positions at the mid-point of a range developed by our consultants. Periodically we hire a consultant to update the marketplace average for several key positions. The consultant will use area marketplace data, leadingage data, and other industry data to develop the average. Our compensation philosophy for management and executive staff (directors and vice president) of our organization is slightly different. The second tier is management staff. The wage scale system is the same for our staff. However, our policy states that directors are like other staff and can earn up to the 100th percentile of the range for their position. Our third tier is vice president staff. The wage scale system is the same for our staff. However, there is one difference. The policy states that vice presidents can earn up to the 85th percentile of the range for their position. The range uses the median as the mid-point not the average. Generally the median is below the average. The overall compensation policy and the vp compensation policy are approved by the greencroft communities (gc) board of directors. The hamilton grove (hg) board reviews the compensation policies. Annually the gc board and the hg board review the compensation of the executive team. They compare current wages with national data provided by leadingage (formerly the american association of homes and services for the aging - aahsa). The boards review the current wage, the percentile ranking of the employee in his/her respective range and the median of the marketplace compared to the mid-point of the employee's range. The boards document these meetings and actions taken in their board minutes. The hg board has reviewed the base wage and the variable pay for the president of hamilton grove. In the fiscal year 2014 this position was at the 69th percentile of the range for this position in base compensation and at the zero percentile of the market for the variable pay compensation. This process was last performed in fiscal year 2014.”

“Governing documents, financial statements, and conflict of interest policies are not required disclosures pursuant to internal revenue code (irc) section 6104. These documents are not available to the public at this time.”

“Transfer to affiliate -738,799. Other transfers -34,224.”

“The audit process has not changed from the prior year.”