Company Profile
Carlton Senior Living LLC
Company Overview
Carlton Senior Living is one of the most recognized senior organizations in the United States. Our first Community opened in 1986 and through the years we have grown from that one location in a new industry, to our current award-winning status as a service provider in an expanding industry. We currently we operate eleven Communities, all in Northern California, and have launched plans to develop additional Communities over the next several years, while continuing our focus in the Northern California area.
We have been recognized by the leading state and national associations in senior housing as an industry leader, while continuing to maintain our individuality and caring approach. We intend to continue with those programs and plans that will provide solid direction and support for our residents, their families, and our Associates.
In fact, we could not have achieved our reputation without providing our staff members a caring environment in which to perform their duties, the most important of which is to provide the best possible housing and care for our residents; while ensuring that family members completely understand the care and aging process of their resident family members. Those new staff members who share this approach and can work effectively in a team environment are the most likely to be successful with our Company.
Company History
Carlton Senior Living, which began operations as Intercontinental Services, Inc., came into being because our Founding Partner, Thomas MacDonald, wanted to create a place where his mother could live and meet new friends. Mrs. MacDonald remained a Founding Resident for many years.
Our original Community, in Pleasant Hill, was licensed for operation on May 23, 1985, and was opened to new residents in June 1986. It was one of a very few facilities to operate as an independent and assisted residence building for seniors. In the beginning there were several amusing conversations between potential residents and their family members regarding the difference between the services we offered and those provided by skilled nursing facilities. As time has passed, the two concepts have become much more clear.
We opened our second building in Fremont on December 7, 1995. This began our expansion program, which continues today, and was energized by the partnership established between Mr. MacDonald and his good friend, Dr. Donald Engle.
Our third Community, also located in Pleasant Hill, began operations on August 1, 1997. It was our first building to offer a memory care residence option.
Our fourth Community, located in San Leandro, began operations on September 12, 1999.
The opening of our fifth Community, in San Jose, represented our farthest penetration to the south west. San Jose began operations on September 22, 1999.
The opening of our sixth Community in Sacramento on September 18, 2004, represented our first venture into the Sacramento area.
On February 2, 2007, we opened our seventh Community, again in Pleasant Hill, as our first acquisition. It was also our first building dedicated exclusively to providing a home for residents with moderate to advanced memory care issues.
Our eighth Community, in Concord, was our second acquisition and our first building focused on providing a senior apartment setting for primarily independent residents. We opened it on April 1, 2007, as Community number eight
We started a new trend with the opening of our ninth Community, by returning to Sacramento. This area has since become our primary focus for expansion. This facility opened on January 26, 2009, and is designed to provide services for residents with health issues that require a higher level of nursing support.
Our tenth Community opened in Elk Grove on December 12, 2012, with a completely new ambiance that represented a significant change from the appearance of all our other locations
And our eleventh Community, in Davis, opened on March 21, 2014, and continued this trend toward appealing not only with our service options, which have been an industry standard for many years, but with its appeal to a more rustic atmosphere.
We are currently exploring options for continued expansion in El Dorado Hills, Vallejo, and Santa Rosa, and expect this growth model to continue into the foreseeable future.
Benefits
We know benefits are an important component of any total rewards program. At Carlton Senior Living (CSL), we make a point of taking good care of our people by providing a strong benefits package. CSL offers qualifying Associates (and their eligible family members, including domestic partners and dependents), the following benefits.
Direct Deposit
CSL offers Associates the opportunity to have payroll checks deposited directly into their financial institution.
Associate Referral Program
CSL’s Associate referral program will pay Associates a cash bonus award when we hire a new regular employee referred by an Associate. The program will pays a cash bonus (less applicable taxes) between $200 and $500, depending on the type of position.
Resident Referral Program
CSL offers Associates an award of $250 for referring someone who becomes a new resident at any location in the Company.
Anniversary Recognition
Full time and part time Associates are eligible for anniversary bonuses. Anniversary bonuses are paid in the second pay period of the month following the eligibility date.
Fitness Program
CSL understands the importance of maintaining a healthy lifestyle. As such, the company has entered into corporate fitness memberships with selected athletic clubs to provide discounted memberships for Associates.
Employee Recognition and Reward Programs
Each Community sponsors events and programs to recognize the contributions of their Associates. These events include raffles and promotions for staff members who have the opportunity to earn prizes and other awards.
Medical Insurance
CSL offers a choice of four options from Kaiser Permanente. Eligible associates and their dependents are offered coverage the first of the month following their 30 days of employment.
• Kaiser High HMO has a $10 per visit co-payment and no annual deductible. Kaiser pays 100% of all claims for visits within the Kaiser network; however, there is no coverage for out-of-network claims, except in the case of an emergency. Prescription drugs, surgery, and hospitalization are all included with minimal co-pays. Vision hardware coverage is included.
• Kaiser Low HMO has a $20 per visit co-payment and $1,000 employee or $2,000 family hospital deductible. Kaiser pays 80% of all claims for visits within the Kaiser network; however, there is no coverage for out-of-¬network claims, except in the case of an emergency. Prescription drugs, surgery, and hospitalization are all included with minimal co-pays. Vision hardware coverage is included.
• Kaiser Minimum Value / Bronze has a $4,500 employee or $9,000 family deductible. There is a separate drug deductible of $250. Preventive care is covered at 100%. Co-payments and coinsurance apply to some services after you reach your deductible. There is no coverage for out-of-network claims, except in the case of an emergency. Vision hardware is not included.
• Kaiser PPO has a $1,000 employee and $3,000 family in-network deductible. After the deductible is met there is a $25 per visit in-network co-payment for PCP and specialist office visits and 70% coinsurance for most other in-¬network services. For services outside the Kaiser network the coinsurance is generally 50%. Neither vision exams nor hardware are included.
Dental Insurance
CSL offers Associates a choice between two different types of dental plans, choosing from either a Dental Health Maintenance option or a Dental Preferred Provider option dental plan. The dental plans are offered through CIGNA. Each plan pays 100% of preventative and diagnostic care, with different coinsurance levels for basic and major services.
Life and Accidental Death Insurance
CSL offers Basic Life and AD&D (accidental death and dismemberment) insurance to all eligible Associates. The coverage amount is $25,000 for life insurance. There is no cost to the Associate for this coverage and all Associates are eligible for coverage on the first of the month following their date of hire.
Voluntary Life Insurance
Associates may elect to purchase additional life insurance for themselves, their spouse/domestic partner or children. Associates may choose $25,000 increments to a maximum of $100,000 guarantee issue. Spousal coverage is $10,000 or $25,000 guarantee issue and dependent children are eligible for $10,000.
Long Term Disability Insurance
Long term disability insurance is offered to all eligible Associates. This coverage amount is 60% of base salary to $6,000 maximum monthly benefit. There is no cost to the Associate for this coverage and all Associates are eligible for coverage on the first of the month following their date of hire.
Credit Union
CSL is associated with Patelco Credit Union so Associates can take advantage of preferred member rates and financial benefits.
Computer Purchase Assistance
CSL Associates have the opportunity to purchase computer equipment from approved vendors by simply contacting their supervisor. The $2,000 maximum purchase allowance is repaid via a payroll deduction for up to a six-month period.
Associate (Employee) Assistance Program
The Employee Assistance Plan (EAP) is a resource to assist Associates in managing issues that affect daily life. The EAP offers professional counseling sessions, legal and financial resources, and community referrals. Contact with the EAP is absolutely confidential. No information is shared with your employer.
Associate Wellness Program
We care about our Associates well-being: whether it be with their health, financial management, or any numerous topics relating to their family/work balance. Our wellness events are designed to bring the Associate support, but also be FUN. We encourage feedback and ideas direct from the Associates thus offering activities and events based on current interest.
Hepatitis B Vaccination Program
This recommended vaccination is offered at no cost to all Associates and it is highly encouraged for Associates who regularly work around residents.
Educational Assistance
In recognition that the skills and knowledge of its Associates are critical to the success of the organization regular, full¬time Associates are offered assistance up to $1,000 per calendar year to cover expenses relating to continued education.
Flexible Spending Accounts
CSL offers a Flexible Spending (or Section 125) program to all eligible Associates. Through this program, Associates are able to contribute pre-tax income through payroll deductions toward certain expenses. This reduces the taxable base pay, which increases take-home pay.
There are three components of this plan:
Pre-Tax Insurance Premium Plan - This allows Associates to use tax-free dollars to pay monthly premiums for medical and dental coverage.
Dependent Care Spending Account - This account offers Associates the chance to save tax dollars on out-of-pocket expenses for childcare or other approved dependent care.
Health Care Spending Account - This account allows Associates to save tax dollars on all approved out-of-pocket medical, dental, and vision expenses.
Paid Time Off (PTO)
PTO is designed to provide Associates with the opportunity to take time off from their regularly scheduled work week. Full¬time and part-time Associates working a minimum of 50 hours per payroll period are eligible. PTO will begin accruing on an Associate’s hire date, and includes accruals for vacation time, holidays, and sick leave. PTO may be used after the completion of the provisional period. Accrual rate changes are based on the Associate’s anniversary date.
PTO Pay Out
Each Associate is responsible for the maintenance of his/her PTO account. The Company suggests that each account maintain a minimum balance of forty (40) hours so that emergency needs may be accommodated. All Associates have the option of selling back to the Company all or a portion of their PTO balance to accommodate unexpected financial needs. These pay out allowances may be requested at any time during each calendar year.
401(k) Program
CSL offers a 401(k) Retirement Savings Plan. Associates may elect to contribute a whole percentage of their income with maximum contributions imposed by the IRS for the calendar year. Associates are eligible to enroll after one year of employment, must be 21 years of age, and work a minimum of 1000 hours per year. Entry dates are in January and July of every year. Eligible Associates are automatically setup at a 2% deferral rate.
Leaves of Absence
FMLA/CFRA Compliance
The Company complies with all elements of both the Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). Each of these programs ensures that qualifying Associates are able to take time away from work so that they may address personal and family medical or health issues, while ensuring that their position with the Company will not be negatively impacted.
Pregnancy Disability
In accordance with California law the Company will grant up to four months leave time to Associates for all disabilities related to that pregnancy.
Jury Duty
Time off will be provided for full time and part time Associates who are required to directed to provide service on a jury.
Organ and Bone Marrow Donation
The Company complies with all applicable leave requirements for Associates donating organs or bone marrow.
Parental/School Visit Program
An Associate who is the parent, guardian, or grandparent of a child who is in kindergarten, a grade between one and 12, or a licensed child day care facility, will be eligible to request time off to participate in school activities for their family.
Bereavement
Associates working 30+ hours per week may receive compensation for two work days to address the loss of a beloved family member.
Personal
Under certain specific circumstances requests for personal leave of absence will be considered and evaluated on an individual basis. Unpaid leave may be granted up to thirty (30) days for regular full time Associates.
Military Duty
The Company complies with all applicable laws pertaining to military leaves. All Associates are eligible to receive leaves of absences to satisfy their military obligations.
Voting Time
If an Associate who is a registered voter does not have sufficient time outside working hours within which to vote in a state election the Associate may take off sufficient time, either at the beginning or end of the shift, to enable him/her to vote.
Literacy Education
CSL wishes to assist Associates who require time off to attend an adult literacy education program. The Company will attempt to make reasonable accommodations for the Associate by providing unpaid time off.
Commuter Assistance
Some CSL Communities do not have adequate parking available for their Associates. Associates working at these communities who use public transportation will be reimbursed, simply by providing the required supporting documentation
Commuter Benefits Program
CSL offers its Associates the opportunity to participate in a tax deferred commuter program. Associates can voluntarily enter into this program by completing the required enrollment forms and setting the payroll deduction amount, up to $250 per month (2014 limit). Reimbursement will come in the form of electronic transfer to checking or savings accounts once the documents have been submitted.
Associate Meal Program
Community Associates will be provided with one meal each workday, selecting from the menus options provided to our residents.
Workers Compensation Coverage
CSL complies with all federal and state mandated programs and provides coverage for any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment.
Safety Fairs
CSL provides Associates with information about workplace safety and health issues through regular internal communication channels such as meetings, bulletin board postings, memos, or other written communications. Associates will receive periodic workplace safety training covering potential safety and health hazards and safe work practices and procedures to eliminate or minimize hazards.
Work Shoe Purchase Program
CSL offers Associates the opportunity to purchase slip-resistant shoes through Shoes for Crews and pay for the purchase via a payroll deduction.
HR Online Remote Login
CSL offers Associates a web based platform so that they can access their payroll information from any computer. Access provides the Associate with the ability to view/print pay check history, W2's, personal demographics, as well as submit time off requests. In an effort to support our environment, we strongly encourage all Associates to sign up for direct deposit and paperless payroll earning statements.