Concern Employee Assistance Program

“El camino hospital, an organization exempt under irc section 501(c)(3), is the sole member of concern and has the authority to elect the board of directors of concern.”

“El camino hospital, an organization exempt under irc section 501(c)(3), is the sole member of concern and has the authority to elect the board of directors of concern.”

“El camino hospital, an organization exempt under irc section 501(c)(3), is the sole member of concern and has the authority to elect the board of directors of concern.”

“Upon completion of form 990, the form is presented to the board at its board meeting by the cfo for review and discussion before it is filed to the irs and made available to the public.”

“The compliance department distributes conflicts of interest forms on an annual basis to managers, executives, and the board along with medical directors, key consultants, and contractors who operate outsourced departments. The compliance director regularly monitors the written disclosures and verbal reporting as a reference and assesses if an interest in a transaction could be deemed as a conflict to the organization. As indicated in the policy, the procedure to deal with the reported conflict is reviewed based on individual reporting. If the individual is not a board member, the proposed transaction is reviewed with key managers in charge of the transaction along with the ceo and compliance officer. If a potential conflict of interest exists, appropriate steps to mitigate or eliminate the effect of the potential conflict of interest will be taken. If the individual is a board member, the matter is reported to the ceo and referred automatically to the hospital's ad hoc interest committee for determination as to whether a potential conflict of interest exists. A board member may recuse themselves from the matter without further action and the board shall take such action that shall be necessary to mitigate any potential conflict of interest as described. At all times, the compliance department will also utilize legal counsel to help evaluate potential conflicts and provide as assessment to the organization.”

“El camino hospital (the "hospital" - an irs 501(c)(3) organization) is the sole member of concern. As the hospital is the "parent" of concern, concern adopts and follows a number of policies and processes of the hospital. As such, the processes for determining compensation of concern's ceo and other key employees, is overseen by the compensation committee of the hospital. That process is described below: the compensation committee (the "committee") is the board of directors of the hospital and is made up of the board of directors, and one outside, independent member selected by the board. The outside member selected by the board is involved in the reviewing and recommending of compensation, but does not have a vote in the decisions/actions by the board. All members of the committee are independent directors with no conflict of interest regarding compensation and benefits for the executives whose compensation is reviewed, recommended, and approved by the board. The ceo is not a member of the committee, but may serve as staff for the committee as long as the ceo is excused when the committee is reviewing the ceo's compensation. The committee has the following responsibilities: - develop and maintain a policy on executive compensation. - develop and maintain an executive compensation and benefit program consistent with the policy approved by the board. - determine compensation, benefits, prerequisites, and contract terms for the ceo. - determine any salary increase and any performance compensation incentive based on the committee's evaluation of the ceo's performance. - review, change, and approve the ceo's salary and performance incentive recommendations for the executive staff whose compensation is subject to review by the committee. - oversee and maintain administrative control of the executive performance plan(s) by setting goals for the ceo, and approving the goals recommended by the ceo for the executive staff. - conduct annual appraisal of the ceo's performance. - periodically evaluate the executive compensation program, including charter, policies, and philosophy on which it is based, to assess its effectiveness in meeting the needs for recruiting, retaining, and motivating qualified leaders. - periodically review the total value, cost, and reasonableness of severance and retirement benefits for ceo and executive staff. - reviews and approves all business travel and entertainment expenses of the ceo. Process: the committee follows a process that meets all applicable legal requirements and which promotes effective governance of executive compensation, consistent with the executive compensation policy: - prepare minutes for each meeting to record the committee's decisions and the process followed in reaching those decisions and maintain records that address conflict of interest and appropriate comparability data. - select, engage, and supervise any consultant hired by the hospital to advise the committee on executive compensation issues. - periodically evaluate the appropriateness of the compensation committee charter and the effectiveness of the process the committee uses in governing executive compensation and report this evaluation to the board of directors. - provide the board of directors with regular reports of the committee's actions.”

“The organization makes available the form 990, governing documents, conflict of interest, and audited financial statements upon request by having them available during normal business hours for review, or if requested will be mailed to the requestor.”