Hmc Hospice Properties

“At least two-thirds or 66.67% of the board of directors will consist of persons elected or appointed by the board of directors of the supported organization, hendrick medical center. At least one-third or 33.33% of the board of directors will consist of persons who are not a current director, officer, or employee of hendrick hospice care or hendrick medical center foundation. Any vacancies may be filled by hendrick medical center, with respect to the 66.67% of the board of directors of hendrick medical center, or by the board of directors”

“The organization engages an outside accounting firm to prepare form 990. Once prepared, the form is reviewed by the organization's internal accountants and administrative management prior to filing.”

“The organization sends out a conflict of interest questionnaire annually to all trustees of the board and to the executive employees. The questionnaires are reviewed by our outside auditors prior to the annual audit and by the organization's director of compliance to identify possible conflicts of interest and other financial relationships under the conflict of interest policy. If it is determined that a director has a conflict of interest relating to any matter under consideration for a decision by the board delegated powers, as applicable, he or she shall abstain from any vote, discussion (except as the remaining board deems necessary for informational purposes), or any attempt to influence the decision of the board or committee on that matter. The board or committee may also require the director to be excused from a meeting while the matter is being deliberated and voted on.”

“A comprehensive review of compensation is conducted by an independent party at least every three years. This report presents the results of the analysis of salary, incentive, total cash compensation (salary plus incentive), benefits, and total compensation (total cash and benefits). Integrated healthcare strategies (ihs) works with the personnel committee to formally define an executive total compensation philosophy. Hendrick health system's current philosophy is to use ranges built around the median of the market with a 50% spread from minimum to maximum. Incentive opportunity levels are competitive with practices of peer groups and benefits will be delivered at market competitive levels. Severance and perquisites reflect a conservative philosophy. The committee determined that the peer group would be primarily regional not-for-profit hospitals of similar size and complexity. National peer group will be used for reference purposes where appropriate. The hendrick health system personnel committee is delegated the responsibility for the executive compensation program by the board of trustees. The committee: sets the overall executive compensation philosophy to be implemented by hendrick health system; sets compensation components for the president and ceo; reviews, discusses and makes decisions based on the president and ceo's recommendations for his direct reports; reports a summary of the process back to the board of trustees along with the actual compensation approved for the president and ceo; and approves all incentive goals and awards. The most recent review was conducted in fall of 2023.”

“The organization makes its governing documents, conflict of interest policy, and financial statements available to the public upon request.”

“- Total Revenue: 0, Related or Exempt Function Revenue: 0, Unrelated Business Revenue: 0, Revenue Excluded from Tax Under Sections 512, 513, or 514: 0;”

“Transfers to affiliates - -6407965;”