Edgewater Place Inc.

“Greencroft Communities' (GC) and all related affiliate organization's 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. GC will conduct periodic review of the market to develop average wages for positions within Greencroft Communities. Greencroft Communities and its affiliates will start team members that meet the minimum requirements for the position at/or near the starting wage. Team members with experience in a job are hired higher up in the wage scale. A hiring grid is used for up to eleven years of experience. Our compensation philosophy for team members of our organization is based on the various tiers. The first tier is general team members. We have hired an outside consultant to develop a compensation system for all of Greencroft Communities' 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 wage scales have a minimum, a 25th percentile, a 50th percentile (average) a 75th percentile and a maximum. We strive to keep the average pay in the marketplace for positions at the mid-point of our pay range for a position 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 Team members (Directors, Vice Presidents and above) of our organization is slightly different. The second tier is Management team members and vice presidents. The wage scale system is the same for our team members. However, our policy states that the management positions can earn up to the 100th percentile of the range for their position based on market conditions and experience. Our third tier is Senior Vice Presidents and CEO team members. The Board has also designed a qualified deferred compensation program for this tier of employee. Annually the board sets aside up to 5% of these team members' wages in this program. Annually the Board reviews the salary and wage comparisons for each executive team members member. The overall compensation policy, the VPs compensation policies and the CEO compensation policy are approved by the Greencroft Communities (GC) Board of Directors. The various affiliates in the GC structure review the compensation policies. Annually the GC Board and its affiliate Boards review the compensation of their respective Executive Teams. They compare base wages and variable pay plan 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 GC Board has reviewed the base wage and the variable pay for the President and CEO of Greencroft Communities for fiscal year 2024.”

“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 terminates in june 2028, with an option for annual extensions.”

“The organization has one member, greencroft retirement communities, inc (grc), that is also a related tax-exempt organization. The reserved powers of the sole member are as follows: 1. Approval to any changes in corporate mission, which may be proposed by the organization, but which shall become effective only upon approval of grc 2. Approval of nominated candidates to serve as director of the organization 3. The creation or discontinuation of programs or services offered by the organization 4. Amendments to the bylaws and articles of incorporation 5. Approval or the adoption of the annual budget 6. Approval of non budgeted contracts and/or non-budgeted purchases of over $50,000 7. The incurrence of indebtedness of over $500,000 8. The sale of real estate 9. The donation or transfer of all or substantially all of the organization's assets 10. Any merger or consolidation with anyother organization, or the partial or total dissolution of the organization 11. The creation of subsidiary corporations, llcs, partnerships, or other enterprises 12. The acquisition of controlling interests in another entity 13. The appointment of the president/ceo, cfo, secretary, and treasurer of the corporation (but not the officers of the board of directors) 14. The removal of the chair of the board of directors, with or without 13. The appointment of the president/ceo, cfo, secretary, and treasurer of the corporation (but not the officers of the board of directors) 15. The removal of members of the board of directors, with or without cause notwithstanding these reserved powers, the member has no financial obligations or responsibilities for any actions of the organization by reason of serving as a member.”

“See narrative for part vi, section a, line 6”

“See narrative for part vi, section a, line 6”

“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 conflict arises, the respective board member will abstain him/herselffrom any related discussion, vote or similar action on the matter.”

“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.”

“Edgewater place, inc. Is a non-profit assisted living community, located in plain city, ohio. It serves residents in the central ohio area, including nearby dublin, delaware, hilliard, london, powell, westerville and marysville. It is affiliated with greencroft retirement communities, inc., ("grc") a 501(c)(3) organization. The focus of edgewater place is to provide housing, assisted living, and care to the elderly on a non-profit basis.”

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