1. 1/7/2010 11:50 AM ExExChef wrote:
   Thanks for coming back on. I am in a middle of a discrimination complaint against Holiday and fighting for unemployment and look forward to reading all the concerns. In a sad way is it comforting to read the comments because I realize that I am not the only one that has been hurt. Again, thank you for the forum! ExExChef
   Reply to this
   1. 1/7/2010 12:01 PM dlcharles wrote:
           It is entirely feasible that some of the comments posted previously may aid you in your complaint. I recall a few which may offer a predisposition of discrimination. Good luck and keep us posted.
      Reply to this
2. 1/11/2010 2:14 PM Disillusioned wrote:
   Ran into a current home office employee that "is in a position to know" who informed me that Jack received a Million Dollar year-end bonus. I would like to have this verified by other sources, as even those in the position to know, may be influenced by rumor. However, that would explain the cockiness in Jack's strut--Oh yeah, I was there when he was hired, I have seen it.
   Also just learned Steve McDowell was let go last Friday. He has been Holiday CIO for 10+ years. And while there are those who have complained about how far behind Holiday is when it comes to technology, please remember that as great as the Colsons were, they fought nearly every technical advancement--not from a position of ignorance or cost, but from the fear that when computers (and other technologies) find their place in Manager's offices, the time that the Manager gets to spend with residents will be reduced--and they did not want that to happen. Now, it appears, FIG would just as soon let the residents fend for themselves as they cut back managers and expect them to work around the clock filling out reports and marketing.
   To all of you financially savvy folks out there: Is there a financial strategy in running a company like Holiday into the ground? I mean this as a serious question. If they can get occupancy down to a point where it is no longer feasible to operate the current model, does that give rise to merge the company with Brookdale? Or, if they can achieve some operating loss, can they break the company apart and sell it off in 10-building blocks at a higher price than they paid? I don't know the answers to these questions as I am not a financial person, but this seems like the only rational motivation for the moves FIG has made.
   Reply to this
   1. 1/11/2010 7:59 PM neverdisclosemyname wrote:
      They are nickel and diming our residents into oblivion and he got a MILLION DOLLAR BONUS? Are you KIDDING ME? I cannot wait to get out...
      Reply to this
      1. 1/31/2010 12:15 PM unsatisfied employee wrote:
         Amen!! Our residents are asking how they're supposed to live when they keep getting a 4-5% raise in rent and no raise in their income!! In act many have lost thousands in the fallen economy and they are FURIOUS that Fortress has no compassion for Seniors on a limited income that is being stretched even tighter than it was before. I have to side with the residents--they're being railroaded by the money hungry vermins in the company!!
         Reply to this
         1. 1/31/2010 12:43 PM Anonymous wrote:
            Fortress owned Holiday Retirement is a private-pay, for profit business, and as such, places their return on investment before the good of the residents. The cold, brutal fact as far as the powers to be are concerned, is when a resident can no longer afford to live in a Holiday Retirement communitiy, they can move-out and the CMT must find 2 more residents that can afford it: 1 to replace the move-out, and another to fill a vacant apartment to "build" the business. And, they call that "The Holiday Touch."
            Reply to this

1. 1/7/2010 8:59 PM help isn't on the way wrote:
   I heard today that all kitchen help now needs to have criminal background checks. Its about time.
   
   Secondly, I agree that when we started at Holiday "the touch" was the main emphasis and we fell in love with concept. Making your residents feel good and happy was our main goal. Now it has completely changed. Cut the budget...offer less services...give residents bad food...and ignore giving "the touch".
   
   It makes me sick to hear what is happening throughout the 300 Holiday buildings. We feel sorry for all the residents, especially the ones in our building because we are almost prohibited from "give the touch" and time that the residents need.
   
   Also, the new general manager plan is just another cut in providing "the touch" to the residents.
   
   We heard that Mr. Callison and company was very upset with all the turnover in managers & co-managers and that is why they are trying general managers.
   
   Good luck everybody...we are gone in 2 weeks with another job.
   We will miss the residents, but we couldn't take it any longer.
   Reply to this
   1. 1/11/2010 11:36 AM dlcharles wrote:
           Enjoy the new job - and understood regarding not taking it any longer.
           If Callison and the company are actually upset with the 'turnover problem' why don't they prevent it from happening.  It truly isn't hard to accomplish.  Solution:  fair compensation - respect for the individuals - loyalty to the workers - internal promotions first and only go outside if no internal employee is qualified or interested - praise positive efforts and results - chastise only in private -  allow staff to do what they are trained to do - do not 'force' a transfer, but take into consideration the individual situations which may cause a refusal of said transfer - include a raise when a transfer is done - accept that employees are not robotic drones but living entities who tire out and wear down.  Try this and I can almost guarantee turnover will drop tremendously.
           Let me state the obvious here, Bill Colson built a small profitable empire doing all of this.  If it worked for him it will still work for anyone - but it must be done across the board.  Fortress needs to step back and take a long look at where they are hoping to end up, then revamp their concepts regarding Holiday.  Get rid of the high priced pencil-pushers and reinstate people who know what they are doing.  Put Sheryl Bauer in charge and let her do what she knows how to do - and back her up.      
      Reply to this
      1. 1/15/2010 11:43 PM Not MyReal Name wrote:
         Well said Mr Charles. Sheryl would indeed be the one I'd want reassembling a "touch" team.
         Reply to this
      2. 3/22/2010 1:21 PM Judy wrote:
         Have been reading with interest the MANY comments regarding "the touch". Yes, Bill Colson built a lot of Holiday buildings, but Larry Claunch WAS Holiday. He actually cared not only about the resident, but the manager as well. When we started w/Holiday, there were only 45 properties and within 3 years it had doubled. Larry new every managers name and which community they were at. He rewarded those that did well. There were trips to Hawaii and bonuses and awards. Some one mentioned that if the new company would be honest and let everyone know the difficulties they were having, it would be better. I agree as that is what Larry and Bill did for all of us back in the early 90's when they had tried to build too many in too short a time.
         When we left to go to the "sister" company, Emeritus, we were told we could come back if things didn't work out. We were blackballed by the same person who had told us that. Larry had left Holiday before us (Long story).
         Anyway, there is life after Holiday. We work for low-income sr. housing and it is so great not to have to worry about census. In fact our waiting list is closed now. We found another way to help seniors.
         You all might as well face it; Holiday is gone and unless you want to work for your current employer, there are other opportunities out there.
         You are correct about Sheryl though. We learned so much from her and Dave Abel.
         happy to be gone...
         Reply to this
   2. 7/25/2010 8:03 PM Ginny wrote:
      My husband & I worked the Holiday as co's for 2 yrs. & then managers last year. But it took it's toll on us & we quit later in the year. Some friends of ours were fired & then we had reason to believe that it could happen to us. We loved the residents & the staff & as far as I know everyone loved us & our way of managing. We believed in treating all with respect & did the best we could to fill the building. But it wasn't fast enough for Fortress even with the recession. We were under a wonderful regional at 1st but then were placed under a new one.
      
      After we quit, within a few months we found out that regional we were 1st under was fired himself. He had been with Holiday for quite some time.
      
      Just this past Friday a former resident called me to tell me that the managers who took our place after we left last year were fired. They were planning to become float managers & were resigning their present positions as managers.
      
      No one seems to know why they were fired. Maybe there was good reason and perhaps not. Holiday, we felt, just couldn't be trusted any longer. We just didn't want to be in that position with both of us loosing our jobs.
      
      We learned so much working for Holiday & it was such an different kind of job. It was a lifestyle but the long hours & being on-call, not having a home or RV or something to go to on your days off was just too much.
      
      We spent way too much money on entertainment & dining when we were off just because we didn't want to be back at the building even if we were off. That being why the managers' stoves were never used!
      
      But as a manager we still were always interrupted or stopped in the hallway or somehow got involved with what was going on in the community. So living there on-site to us was counter-productive because as managers we felt obligated to making sure everything was going O.K. Therefore, we really couldn't rest or enjoy ourselves when we were off if we stayed at the community.
      
      It actually make work better to not have managers & co's because that concept in itself was doomed because of those managers who felt the community was theirs & theirs alone.
      
      We had worked under a few bad managers ourselves & that gone through some tough times because managers thought they could work us to death.
      
      But my husband and I wanted to prove that we could have a great community with co's and staff who liked what they were doing & we could all work together as a team. And we did that and proved that it could be done but it's not so in every community.
      
      Even good regionals can't possibly know what really goes on in a community since he/she is not there often or long enough to know what they truth is in the management.
      
      
      I actually loved all the drama and told everyone that you never got bored in our positions. Plus for me but it was also very stressful.
      
      There's no way I'd go back though. I love what I'm doing now as a Sales & marketing Coor. for an employee owned co.
      Reply to this

1. 1/15/2010 9:42 PM oscarww wrote:
   My husband and I were never granted an exit interview. We begged to be heard but no one called us.
   Reply to this
2. 1/17/2010 2:55 PM Bear wrote:
   Who are you working for now?? Are they in need of any caring co-managers? we have a story to tell but will wait until our anticipated departure on October 1st (if we are not forced out sooner). I am looking for a new job currently or business to buy. Would love to hear that there is somebody out there and if they needed help in their system.
   Reply to this
3. 1/29/2010 12:14 AM 1920 wrote:
   Hi --We are residents looking at another company's building. Lovely, well built apartments with ample storage space! Only thing holding us here is the excellent food service! We have two good chefs who know that Salem menu planners are not perfect. (As a dietetic minor in my undergraduate degree I find myself rather appalled at the combinations those "dieticians" put together! I know the world has changed but the things they put together are ridiculous! If our chefs ever leave--we are out of here.
   
   Incidentally one of the newer residents said he was asked to sign a lease for three months. Are leases the next thing? At the rate the unable and handicapped are moving into the building, the building will be fully leased--but have no residents! The move-ins will have died long before the lease runs out! .
   
   I really don't want to shop and plan for two meals a day--but it may become necessary!
   
   Good luck all--
   1920
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1. 1/8/2010 6:10 PM livingthedream wrote:
   Here is an excerpt of the official company announcement...
   
   Date: January 8, 2010
   To: Holiday World
   From: Stan Brown, COO
   Re: Retirement of Mike Lively
   Please join me in congratulating Mike Lively on his upcoming retirement effective January 30, 2010. Mike joined the Holiday team in 2002 as the Regional Director for south Texas and was promoted to Managing Director of the Southern District in 2006.
   
   Over the years Mike has built a strong track record of leadership that is reflected in a number of his direct reports, who have been promoted or moved into higher positions. This is due in part to his gift of coaching and ability to impart the wealth of his industry knowledge. Mike’s expertise in assisted living, as well as independent living has been instrumental in him mentoring his teams. Mike’s warmth and incredible sense of humor are his greatest characteristics that, over the years, have brought much laughter and many smiles to his team and residents. We will all miss Mike, and wish him and his family the very best as he begins a new chapter in his life.
   
   Mike is looking forward to his new free time that he plans to spend traveling with his wife, playing golf, and enjoying time on his cabin cruiser, “Fringe Benefits.”
   
   Mike’s successor will be announced in the near future with an anticipated start date in late January.
   
   Stan Brown
   Chief Operating Officer
   Holiday Retirement
   Reply to this
   1. 1/8/2010 7:09 PM passerby wrote:
      Well it's great to see someone got to enjoy Holiday's "Fringe Benefits". If you all set aside your 2% you caqn buy a boat also. Yes we can all learn from Mike.
      Reply to this
   2. 1/9/2010 8:56 AM bill wrote:
      We found Mike a very fair district manager while we were employed at Holiday ( during the Colson era). He supported our regional manager and helped us.
      People like MIke should be encouraged to stay employed simply because --- He knows the business of independent retirement.
      Pretty soon NO ONE will be left from the succesful Colson regime.
      It just seems to me that if you have something that works...you don't need to change much.
      JUst about all personell has been replaced and I'm sure the next step is the longtime building Managers.
      Fortress is trying to run things their own way and so far it isn't working very well....Overall census in the 60%
      range.
      Good luck but people like Mike Lively should be encouraged to stay...at least part-time.
      Reply to this
      1. 1/9/2010 7:42 PM passerby wrote:
         Quite a few people have gone that knew the business very well but many were so quiet in their knowledge that many mistakes were made. If you bought a business you knew nothing about that was successful and you had knowledgable people onboard to keep you straight things should have worked. I believe when some of the dumbest ideas came up the "knowing ones" all remained silent so they could save THIER jobs. "Keep your heads down and don't make waves". I also believe that silence told the "unknowing ones" the stupid ideas will probably work. If the silent ones would have spoken up based on their experience we may not have taken some of the paths we stumbled down this past year. The way I see it their collective silence cost them their jobs and put the rest of our jobs at risk. I don't know why anyone would want that type of management to continue. The link between the HO and the communities appears to have been pretty weak.
         Reply to this
      2. 1/21/2010 11:49 PM Raggedy Ann or Andy wrote:
         We found nothing "Lively" about Mike ... boring, and full of himself.
         Reply to this
   3. 1/9/2010 5:19 PM Anonymous wrote:
      Stan,
      
      Why didn't you just announce who the replacement is...you know they are already aboard.
      Reply to this
   4. 1/29/2010 9:48 PM HR Veteran wrote:
      This as much as anything demenstrates how Salem is out of touch. Mike Lively could only be loved by Salem and his mother.
      Reply to this
2. 1/10/2010 4:32 PM Achmed wrote:
   The only one I can think of that will be next is Don Harris.
   Reply to this
3. 1/21/2010 5:34 PM Anonymous wrote:
   Dick Glaunert??
   Reply to this
   1. 1/21/2010 7:51 PM Anonymous wrote:
      what do you mean....Dick replacing Mike Lively.
      Reply to this

1. 1/17/2010 12:02 PM ExExChef wrote:
   ExExChef wrote:ExExChef wrote:
   My fellow chefs,
   I, like you have had the same experience with the managment team. I endured it as long as I could because I was determined to prove my worth, because my residence deserved my best, and because I was Latino, I was under more scrutiny. I reluctantly resigned from Holiday as I felt stiffled, disrespected and discouraged. I would still be willing to go back to Hoiday if changes can be made. Right now I am fighting for unemployment, citing I couldnt endure working in a hostile environment and double standards.
   Any one have digital (PDF) copies of the Employee Handbook and the Food Service Manual. I have downloaded the digital food service manual from the portal in the past, so I am reasonably sure that is is avail. Please if you have a copy or can get a copy, please, please send me the download attachment.
   These manuals are very critical to my reason for resigning. Please, if you can help me out, I would be eternally grateful!!
   Reply to this

1. 1/9/2010 3:12 PM ineedtoleavesoon wrote:
   You sure do!!!
   Reply to this

1. 1/10/2010 7:13 PM Frustrated With FIG wrote:
   I have been reading this blog for several weeks now, and I’ve kept my opinions to myself, as I am still an employee of HRC. However, the post made by ‘happyboy’ really has me sitting here a bit irritated. First of all, I’d like to state for the record that you cannot judge a hundred apples based on one bad one sitting in the bucket. There are hundreds of sets of managers that have worked for HRC over the years and your statements seem to be directed to a select few. I’d say that you’d be better off taking your concerns directly to the source, instead of hiding behind an ‘anonymous’ blog to make your case. I will have to break my response into three sections, since there is a character limit.
   My spouse and I are currently Co-Managers with HRC and we both feel that we’ve given more than 110% to this company in our time here. When we interviewed with this company, we were told we would get a ‘competitive salary, luxury apartment, three free meals a day and vacation and holiday pay’.
   Let’s start with our ‘competitive salary’. My spouse and I make a combined income of $45,000 a year, give or take. Now, keep in mind, that is a COMBINED income. Before taxes, that comes out to about $865 a week, per couple (or a mere $432.50 per person). And, again, I will repeat, that is BEFORE taxes. Our checks are paid out separately, so taxes are removed from both checks before we receive them. Now you may think that’s a lot for two people who get free room and board and our utilities paid, but I will assure you that it isn’t. By the time we cover our medical deductions, gas, phone, internet, car payment and insurance, there is little left for toiletries, essentials and food for our ‘luxury apartment’.
   Now, you may be saying “Well, you get to live in a FREE, luxury apartment that the residents pay anywhere from $2500 - $4000 a month for”. HRC contributes a good portion of our salary to the apartment they provide us with, and I have no issues with this. However, you must understand that our ‘luxury apartment’ is far from luxurious. When my spouse and I moved into the approximate 500 square foot apartment that we were provided, it was not only in sad disrepair, but it was also filthy. We spent nearly two days cleaning the food gunk out of the cabinets and fridge before we could place any food or dishes in them. Our bathroom had mold in both the bathtub and toilet. The walls had nails and screws in them that hadn’t even been removed, let alone patched and repainted. Our carpet has been in this apartment for 7 years and it’s in very sad condition. The washer and dryer combo that is provided in our apartment hasn’t been operational for almost three months, and from what we’ve been told “It’s last on HRC’s priority list”. Now, I don’t know how you would feel, but we sure don’t feel that our ‘luxury’ apartment should be part of our salary compensation.
   Reply to this
   1. 1/10/2010 7:15 PM Frustrated With FIG wrote:
      Now on to our three meals a day, that HRC so graciously provides in our salary. If a set of managers in this company were to eat all of the meals that are provided to us, we would be eating twenty-one meals a week in our dining facility. I would guess that very few managers in this company have any desire to spend all three meals of their only two days off sitting in the dining room of the facility they work in. Therefore, six of those ‘free’ meals are now eaten in our apartments (keep in mind that we’re paying for that food out of the above salary). In addition to that, the nights we don’t close and the mornings we don’t open mean additional meals out of our pocket. As a result of this, in a given week, a set of managers will eat approximately twelve of the twenty-one meals that our salary includes. What happens to the rest of that ‘provided salary’? You guessed it … HRC gets to pocket it.
      As far as our ‘vacation and holiday’ pay goes, I can factually say that it doesn’t happen. As previously stated by other managers on this blog, you don’t ever really get a holiday off. Managers are expected to be visible for all holidays and special events. We are always told we get to take that holiday off another day, but ‘another day’ never comes. The schedules are pretty much set in stone in all facilities and taking off another day means leaving the other set of managers pulling an additional open to close shift. Upon doing this, the other set of managers then end up taking an additional day off the following week due to being exhausted from working three open to close shifts in a given week. I’m sure you can see the pattern forming here. Vacation time is treated the same way. It seems that by taking vacation time, you end up punishing yourself in the end. If you decide to take a week off, you’ve now left the other managers to run the facility on their normal schedule for week one, then your entire vacation week for week two. By week three, they are ready for a vacation themselves and you end up pulling three or four days immediately upon your return to give them a ‘break’ from YOUR vacation time. I can assure you that after running even the normal management schedule for any length of time, the additional time off your second set takes leaves you feeling like a bus hit you on your good side.
      Reply to this
      1. 1/10/2010 7:17 PM Frustrated With FIG wrote:
         After taking all of this into consideration, keep in mind that we, as managers, are responsible for the entirety of this building 365 days a year. First and foremost, you must manage the day-to-day operations of your facility. You are responsible for answering the phones, doing walk-in tours and taking care of over one hundred residents each and every day. If someone has an ‘accident’ in a public restroom, you get to don your gloves and pull out the cleaners. If a resident forgets their keys, you have to drop what you’re doing and walk them home to let them in. If you have a resident pull their cord while you’re serving coffee at lunch, you must put down the pots and run to their aid. Anytime you have a server, dishwasher, housekeeper, chef or maintenance person call out sick, you get to do their job, in addition to your own. Each and every day, you get to listen to the endless complaints of ‘My food isn’t hot enough, we’re out of creamer at our table and it’s too cold in the dining room’. Somehow, throughout the day you have to reserve time to do cookie drops, community visits and DI calls. On top of all that, you’re doing this on three hours of sleep because you had two emergency calls in the middle of the night before you came to work this morning. Oh, and did I forget to mention that your Friday packs are due today, you’re out of stamps and petty cash (which means a trip to the bank and the post office) and you have a conference call at two o’clock?
         While many of us do not have the ‘Holiday’ training that we so deserve, we still give more than 100% every day to the people that matter most … our Holiday Residents. I would appreciate if you didn’t lump us all into one ‘ignorant’ category in the future Mister Happyboy.
         I'm sorry for my lengthy entry, but I had to get this off my chest after reading this extremely immature comment from happyboy.
         Reply to this
         1. 1/10/2010 7:39 PM Achmed wrote:
            Very well put Frustrated and not to long at all. You hit the nail on the head. Thank you for the detailed message. I am sure so many managers and co-managers feels the same way.
            
            Something you did not mention is that if a building only has one set of managers. My wife and I worked 3 months without co-managers. Did anyone from the home office ever offer to come and help out? Hell no.
            And then Mr. Happyboy things that managers or co-managers are all bad?????? He/She must be a complete idiot to make such a statement.
            Reply to this
         2. 1/11/2010 12:20 PM dlcharles wrote:
                 Agreed! Very very well done!
            Reply to this
      2. 1/17/2010 12:14 PM Bill wrote:
         YOU HIT THE NAIL ON THE HEAD !!!
         A vacation for 7 days usually means when you return to work the other managers take 5 to 7 days off. THat means that your vacation turns into covering 24-houyrs a day for 5 to 7 days after you take the time off.
         When we gave our two week notice to leave, the managers took 10 days off. Granted we were, in a way, glasd they weren't there, but woring 10 days straight from 7am to 8pm should have resulted in overtime if we were leaving.
         Reply to this
   2. 1/11/2010 11:59 PM Anonymous wrote:
      All new co-managers should be warned.
      YOUR LUXURY APARTMENT IS 500 sqaure feet
      and you have a small washer/dryer combo...no room for a dining room or kitchen table...barely room for a couch and recliner.
      THIS IS FACT.
      Reply to this
2. 1/10/2010 8:22 PM neverdisclosemyname wrote:
   We aren't in the hospitality industry, jackass, we are in the business of caring for our residents. Go away, troll.
   Reply to this
3. 1/25/2010 2:40 PM shocked wrote:
   Happyboy, first learn how to type and 2nd what do you do in the company, because you could not type this and be a true manager, I agree there are a lot of useless managers, but in the businesses I have owned in the past you will find this anywhere. I have seen over 100 managers and co managers come and go and the reason is always very close to the same. We are not appreciated enough for what we go through on a daily basis. Again I do not know what you do in this company but your comment is categorizing all into one group. I know some regionals for Uhaul and they get hundreds of applications weekly for the South from Holiday managers that are willing to take a pay cut just to leave Holiday. What does that tell you?
   Reply to this
4. 2/1/2010 3:10 PM HR Veteran wrote:
   I would appear Happy Boy had a problem in selection and/or training. After 9 years and 6 properties we did our fair amount of training co-managers. Those we selected generally went on to be managers. Can't help but wonder if we may be dealing with a "manager from hell" that has to have everything his way. I would also point out that the "useless managers" even with the faults made the system work until Fortress "fixed" the problem. We truly feel for all those "useless managers" that are no longer allowed to manage their communities and treat the residents as they were trained.
   Reply to this
5. 2/2/2010 1:43 AM crazy wrote:
   Lazy....Lazy....I have worked to the point of exhaustion. We've work 90 hours a week for the last 6 months...I have been to the point of tears several times. You work like this because the residents are your extended family. Your compassion is what the company uses to hook you. The residents beg you never to leave them and you get stuck in this job where corporate sucks the life out of you. This is crazy!
   Reply to this
6. 5/3/2010 10:19 AM noheartincorp wrote:
   Wow that's saying a lot...I've seen these lazy ignorant managers give up so much for a company that doesn't care about the seniors they are there to help or their employees. I've been with this company for almost 2 years and it doesn't take a huge IQ to figure out that you have no clue what you are talking about. These managers give up all personal life and work their butts off doing everything and I have heard where they have left couples to run buildings by themselves with no help for over 3 months, that I'm sorry is not worth the $30,000 a piece and a "free" apartment. Seriously you have a warped sense of lazy. I'm assuming you must be from Corp. because they are the only people, & I use that term loosely, that believe anybody in this company is lazy. Maybe they should get out of their cushy offices & spend some time in the trenches, doing exactly what they expect of their employees 1st hand. Then let them say they are lazy & overpaid, that is such a joke. I feel strongly that our seniors deserve the utmost respect & everybody should try to make their life as easy as possible, It's because of them that we have the freedoms we have, they have been in just about every major war our country has seen, How dare Fortress or any one else Bleed them dry for a quick easy buck. Every person I've worked with and for have busted their backs for the RESIDENTS not Fortress, and I don't think saying "With a few exemptions you guys don't see that so called building managers are ignorant people." How dare you insult people you barely know or have seen work, maybe the ones you've come across have been but how do you justify putting all managers in that category, I'm not even a manager and I'm offended by that comment. You go to all the 312 communities for 2 weeks and then make a statement like that at least you can back it up then. And if you are a manager yourself I'd like to know where you have hours to do anything let alone read these posts!! sorry, but I don't see where managers get any type of break to go to the bathroom let alone read blogs. And I will post my name after my 2 weeks have been turned in & my whistler-blower letter is sent to congress, the labor board, & senate. It's time for the abuse of Holiday employees to stop!!!!!
   Reply to this

1. 1/10/2010 6:29 PM Anonymous wrote:
   I agree who is happyBOY? Why do you think happy BOY went through so many managers? Happy BOY dosent sound so Happy
   Reply to this
2. 1/10/2010 6:29 PM Bill wrote:
   almost everybody Holiday has is unexperienced. That's why they call them CO-MANAGERS and there is a training session required. The real unfortunate things is that most of the new regional people have no experience at all in the senior liviong industry. How about the new regional in Florida who came from the Barnes & Noble Bookstore chain.
   
   As Achmed wrote... all of the new administrative people should work two weeks in a building to see what it is like. Exanmple...no dishwasher showing up...no night or weekend teenage servers showing up...housepkeepers/servers ( who are paid $8 an hour) asked to work their asses off 5 days a week.
   
   Thats life in a Holiday building.
   Reply to this
   1. 1/10/2010 7:25 PM Achmed wrote:
      Bill, 2 weeks is not enough. It has to be at least 2 to 3 months and, when they work as dishwasher which they should for at least 3 weeks, then their pay should at the dishwasher level as well. When they have to serve, also the pay should be at the server wages. When they are in the office, no helps should be given and the pay should be at the co-managers level.
      I am convinced none of these "golden boys and girls" will last.
      Let them also do carpet cleaning, cleaning up the poop from residents who just id not make it to the toilet in time. The also need to walk the building and picking up trash around the building and speaking of trash, they need to do this everyday as well.
      On top of that, obviously, they need to be held accountable for move0ins as well. If during that 2 to 3 month training period they have no move-ins (without any give aways) then they will not get the job as Regional. This counts for both Regional and Regional Sales as well.
      
      Mr, Callison, are you reading this?
      In fact you, Mr. Callison, should set the example and do it your self for the next 3 months. I am sure FIG can find some young kid of the street to do your job, Mr. Callison, while you are leaning what it really is all about.
      
      How in the world can youhire a person from a bookstore chain and deal with seniors and have no clue how the senior industry is working?
      I don't get it.
      Reply to this

1. 1/13/2010 8:13 PM missingtheolddays wrote:
   Some of what you say is true, but Kai is still there. In fact, he is in charge of Sales now, and heading up the new effort of hiring all of these new sales people. And you are crazy or uninformed if you feel Martha Smith is incompetent. She is wonderful, and can walk the talk as she has been in charge of many buildings starting as a Manager, which is something that 99% of upper management cannot say any more. She loves residents too, which is something that 99.99% of them don't seem to care about. If and when she is let go, the loss will be huge.
   Reply to this

1. 1/11/2010 4:57 PM Achmed wrote:
   Charles, it only shows the validity of this blog and what a great job you are doing with it. It is the one and ONLY place where people can vent and let others know what is going on and what potential residents and their families need to know.
   
   Thank you Charles for keeping up this blog.
   Reply to this

1. 1/11/2010 11:31 PM BobL wrote:
   I wonder if the $100,000 a year General Manager knows they might be :
   
   washing dishes--if the dishwashers doesn't show up
   
   serving meals, cleaning tables and cleanign the floors if the night and servers don't show up
   
   picking up feces in the hallway if a residen has a problem
   
   plunging toilets regularly
   
   personalized service might also include
   delivering meals to a sick or recovering person in their room
   _____________________________
   
   As far as an industry about to explode ---census has been dropping since Fortress took over...people investment income has been cut...
   
   Holiday has done nothing but cut services since they took over...food is much worse---activities have been cut--
   things like washing drapes and replacing old worn out carpeting has been suspended--- bus drivers hours have been cut--- there are no more cookies on the coffee bar or special events that make people feel good.
   
   Apparently, according to the above posting, if you have been with Holiday for many years you have no chance of becoming a regional manager. But, if you are a GM you have chances to be promoted.
   
   Also, if the company doubles in size in the near future, overall census will drop even more. You need to fill the current buildings first with things that make the people HAPPY. Good food and lots of good things happening in the building.
   Reply to this
2. 1/14/2010 7:27 PM Anonymous wrote:
   I am confused, the senior executive these new GM types report to is an RSL from a region where the RD was terminated and she now has the Director of Sales working for her. This company continues to recycle people on a monthly basis with no basis. I'm reminded of the wonderful joke Whose on First!
   Reply to this

1. 1/11/2010 10:26 PM Frustrated With FIG wrote:
   Would you be surprised? The state of this company is so sad. God be with us all.
   Reply to this

1. 1/12/2010 5:37 PM dlcharles wrote:
        Now that is funny!  Well said.
   Reply to this

1. 1/12/2010 8:44 PM old timer wrote:
   Is Zak still with the company recruiting ?
   Reply to this
2. 1/13/2010 7:44 AM Anonymous wrote:
   what department were they in ?
   Reply to this
3. 1/13/2010 7:53 AM neverdisclosemyname wrote:
   That's just wrong. What's going to happen when a building shuts down with Norovirus? Is the new GM going to deliver all three meals door to door when the residents are sequestered in their apartments? Nina and Corby were wonderful when our building had Noro. Unbelievable.
   Reply to this
   1. 1/13/2010 8:32 AM Anonymous wrote:
      Corby was awesome when we opened a new building helping find the right nursing company to rent a studio to be on site (assisted right off the bat but private pay of course)
      Reply to this

1. 1/13/2010 6:42 PM Anonymous wrote:
   Good luck I had 10 reasonable pages of why we quit and was denied after Never collecting unemployment in my life. Kinda like social security I probably will never see it either after putting into that pot.
   Reply to this
2. 1/14/2010 6:01 PM What Now wrote:
   I think to collect unemployment, a company must get rid of you. If you left of your own will, then you are out. Maybe if you would have stayed employed and got a paper trail of complaints against the management then you would have a case. If they didn't respond or retailated against you by firing you; you would have a case. Seems to be after the fact now. Maybe a lawyer can help.
   Reply to this
   1. 2/14/2010 1:27 PM ExExChef wrote:
      Under the unemployement law, you are correct that if I just quit, I am inelegible for unemployment compensation. I made very clear in the 4 page resignation that I was worn down mentally, physically, in morale. My last possition, I stepped down to Sous Chef as I was floating chef and driving was getting to me. Divisional Chef and Regional chef, okayed the job transfer. But it was agreed that within six months that I you be Exec Chef in one of four communities opening in 2009. The chef I was working was sooo unqualified. It became my job to go the store buy groceries, to change menues, even print off the menues and production charts. In addition, so that our kitchen regress back to its former status of the filthiest kitchen, Only I cleaned the 3 ovens, stove-top, basically the whole line. Sometimes I deliberatly stopped cleaning to test whether the Exec Chef or kitchen staff, will do cleaning on thier own. They Didnt. I was gone 2 times since January for surgery and was out for six weeks at each time. When I returned, the place gone to hell. Residents though empathetic to my help, told me how they wished I was there. The kitchen as usual was filthy. over the course of 11/2008-8/18/2009, when I left, I have been taking photographs of condition of kitchen when I leave and how I find the kitchen to be, whenever I return from my two days off. Daily I filled out the production logs and wrote accurately what I had to do to revise menues. I have couple set of co-mananger that witness my treatment as Exec Chef (treated very hard) and now with this yahoo Chef I worked for been told by regional dir and chef that he is doing well. The guy doesnt even have a copy of the Food Service Guideline. 0ver the past 2 1/2 years I have been with Holiday, my back has been ridden and feet to the fire if I screwed up the ordering. This double-standard had played with my mind because I was working as hard as I could to please my residents and to avdance in the company.
      Summary...state low requires me to prove that the my job description has increase 50% to compensate for a 40 or less hour Exec Chef. I have emails that I sent regarding how myself and other employees were being picked on. God willing I will win the unemployment appeal, and then proceed with my civil complaint because I really believe there is prejudism, it took me awhile to accept that, but in retrospect, I was treated as an inferior, in the word of one of our manager "WE love hiring Mexican because they can be intimidated"
      
      There is so much I could write, for all you Chefs out there, you know how demanding our jobs are and we dont get the luxury of sitting in an office. If I work 14-16 per day (normal for me as Chef), 90% of that time on my feet. I rarely had two days off. My last chef had only 1 or 2 times to give a day, but got his day of ltr in the week. I never had that priveledge...It is in these blogs, paper reports and photos that I am able to vent and plan how to sue Holiday/FIG.
      Reply to this

1. 1/14/2010 1:06 PM Breaking News from Bill wrote:
   I understand that the Holiday Retirement
   administration has decided to change the philosphy of the company.
   
   The Plan:
   Rent one room, on the 1st floor, to a nursing agency and make the entire 1st floor assisted living. This nursing agency would operate around the clock for the needs of the 1st flooor residents.
   The 2nd & 3rd floor would be independent living.
   
   The Holiday bosses think this concept will fill the buildings.
   
   Comment ----
   Holiday buildings are getting away from the family atmosphere and they are being operated like a hotel. How would a 75 year old independent living resident like having dinner with 2 or 3 residents from the assisted living floor. The result would be no one talking to each other and possibly a very messy table. In my opnion, this concept will continue to have the overall census drop on the 2nd & 3rd floor. Fortress already owns Brookdale
   Senior Living, which is primarily Assisted Living. If they want to saturate the market--- good luck.
   Reply to this
   1. 1/14/2010 6:09 PM everydayisaholiday wrote:
      <>
      
      This is already the case at a few of the communities that I have visited. Have you ever tried being a server and get an order from some of these residents??? They have this blank look and just keep nodding. You get them the regular and then they throw it on the floor yelling that they need food. You call the family and the family tells you for what they pay if their parent wants their butt wiped, that is what they expect you to do. And if you don't coddle some of these residents -- the RD is on your case asking why didn't you wipe their butt?
      Reply to this
      1. 1/14/2010 11:40 PM Dave & Barb wrote:
         Even if this was a good idea, the 1st floor of each building is not adequately equipment for assisted living. Handicapped showers...toilets and locks on the doors. All building exits will need to be locked at night and someone will need to be on duty at the front door area.
         
         BILL COLSON IS ROLLING OVER IN HIS GRAVE.
         
         Correct me if I'm wrong --- every new executive in Holiday has come from the Hotel industry. Has anyone come from senior housing or assisted living ? I don't think so.
         
         What about the poor independent people who live on the 1st floor ? Will they all be kicked out or forced to move upstairs ?
         Reply to this
   2. 1/17/2010 6:23 PM OSHA wrote:
      The moment any bldg of Holiday Retirement has a first floor with assisted living units, please let me know. OSHA would be really interested in this information. In certain states you have to be state licensed to do the assisted living admin.
      Reply to this
      1. 1/17/2010 7:37 PM expert wrote:
         OSHA has nothing to do with Assisted Living licenses, AL is regulated on a state, not federal level.
         Reply to this
2. 1/15/2010 9:21 PM everydayisaholiday wrote:
   "bonuses for managers will in part be decided by resident and associate evaluations. What resident or associate would risk a bad review?"
   
   Does this statement mean that if a resident or associate has a say in your bonus? I have had reviews that said, "I don't know how to get along with the residents" because of one resident in particular. Five different RDs and the complaints would be the same from this resident. Some of the RDs actually gave the resident their personal home number to complain whenever they felt we weren't doing our job correctly. One RD wanted us to sit down with this resident weekly to see what we could be doing differently.
   
   Well. . .I guess I know what would happen with my review or bonus!
   Reply to this
   1. 1/15/2010 10:02 PM oscarww wrote:
      Our RD Was like that. I have seen one particular resident go through the dining room and subtly ask neighboring diners about their meals and if he didn';t like the response given he would work the conversation to find one thing that wasn't "right" and get an agreement from the person he talked to and turn the I like it to that was horrible. He was very good and very proud of his daily or weekly communicades to resident relations and the private discussions with the BLS RD and very proud the the RD would side with him and make the managers do what he desires. I've never heard of him being happy with any of the managers. He wanted us to consult this person on holiday business, building repairs schedules etc etc etc...... make him feel in charge.
      Reply to this

1. 1/15/2010 3:34 PM dlcharles wrote:
   Good call!
   Reply to this

1. 1/15/2010 2:48 PM Worn down wrote:
   I wouldn't hold my breath waiting if I were you. What a perfect corporate set up. Wouldn't be too hard even for the lame IT dept. at HO to figure out who dl'ed the entire food service manual in the last few months. There is no reason anybody in a building would have to actually download such a massive file. We just print them out as necessary. You may indeed be genuine but this request smells like a big Oregon troll
   Reply to this
2. 1/16/2010 4:45 PM Hmmmm wrote:
   A bit fishy indeed. Get a lawyer and they can demand it!
   Reply to this
3. 1/17/2010 3:44 PM withheld wrote:
   Open a private mailbox at a postnet or postal connection type of private mailhandler/shipper (they are on every corner). Post that address on here if DL will allow it and I will mail you a hard copy from my private mailbox.
   name withheld
   Reply to this
   1. 1/17/2010 6:42 PM dlcharles wrote:
           If EXEXCHEF wishes to post an address or email on here he/she is certainly free to do so.  The same goes for anyone else who desires to do so.
           As everyone knows I gave my word this blog will protect anonymity and confidentiality at all costs.  To achieve this I removed the need to use an email address in order to post a comment.  Some still add an address -(and some of the addresses are cute and funny enough to be posted just for the descriptive wording).  I do not save any address of anyone who comments on here.  There are no addresses or emails to pilfer by someone seeking to gain some type of list.
           When I am asked to forward an email for someone I must first post a request on the blog to have the sought after commenter email me their address and permission before I can forward it to anyone else.  I then immediately remove the emails.  Anonymity is a two-edged sword.
          
      Reply to this

1. 1/15/2010 9:40 PM oscarww wrote:
   How sad for the person who doesn't need assistance but would like a first floor apartment for the many reasons any one would like a first floor apartment.
   
   And a side note of a building My Husband and I managed for a short stint.... Becareful Holiday used to allow non holiday contracted personal care providers to have control of the e-call system and master keys and closets in Columbus Indiana. That building was part of the other leg prior to the sale and was set up for AL. but of course the managers prior to us made horrible decisions on who got the have full access to apartments, and master keys to apartments and linen closets and activity room storage with out leases or contracts. When we took over the personal care providers would respond to any one who pulled an e-cord whether or not they were contracted to provide service to that resident. When we took over as managers we were not allowed to have the building rekeyed, only ask the personal care providers to return the keys and pagers to the managers (with out knowing how many keys were allowed out in the first place) and I personally have no clue how many apartment master keys are floating around in Columbus Indiana. The e-call system on one half of the building doesn't buzz into the managers' or co's apartment. We tried to have that remedied but was told it was cost prohibitive to correct. I wish you well for the safety & security of residents of that area.
   Reply to this

1. 1/16/2010 1:55 PM Bill wrote:
   That sounds interesting, but they would probably fire you. How about everyone calling in sick ??
   
   The only way things will change is if census continues to drop. The Colsons had things in the 85 to 95 per cent category. Now at 60 per cent that means Holiday is loosing big bucks.
   300 buildings X 118 units (average ) each==35,400 units. 40 per cent Empty is 14,160.......average unit price is probably $2300.
   
   $2300 times 14,160 empty unints === $31 million per month LOSS. Over a year thats a 372 million dollar loss.
   
   For each 100 unit drop --- monthly it equals $250,000 less revenue. A 100 unit drop per month averages 1/3 unit drop per month for each building.
   
   SIMPLE SOLUTION: return to the Colson way of running a building. All Holiday needs to do is refine the way the Managers and Co-Managers work together and increase their pay slightly. Make is mandatory that all Managers and Co-Managers MUST strive to work for the betterment of the building and GET ALONG.
   Reply to this
   1. 1/16/2010 11:14 PM LivingTheDream wrote:
      Unfortunately, the only ones that would suffer from a collective “Managers’ Flu” would be the residents, and they haven’t done anything to deserve that kind of move.
      
      I agree with your “Fortrenomics”. However, the actual company-wide average rent is closer to $2,900, which makes matters even worse.
      
      Believe me when I tell you that I am not fond of Stan Brown’s shift on Bill Colson’s paradigm: “What’s good for Holiday is good for the residents.” But, the drastic drop in census over the past year is not entirely Fortress’ fault. The truth is that move-outs have only increased slightly, and that is due to the depleting cash reserves of our prospective and current residents as they are out-living their money (and 4.5% annual rent increases certainly add gasoline to that fire.) Pension fund losses coupled with downward spiraling Real Estate values have virtually eliminated any waiting lists that any community had, and has had a dramatic impact on the ever decreasing number of tours company-wide.
      
      To help overcome these negative factors, El Presidente has put a laser sharp focus on how to generate new leads by making management teams look at how they manage their Marketing & Sales efforts. The DI box has been totally replaced with a digital solution (www.youvegotleads.com), and they have seriously beefed-up everyone’s marketing budgets for 2010. Will it stop the hemorrhaging? Only time will tell.
      
      In spite of (and as a result of) their initiatives, when the economy does turn around, Holiday’s long-term problem will be the growing Resident dissatisfaction and rapidly declining employee morale. Poised to double in size? I think not. Stay tuned.
      Reply to this
      1. 1/17/2010 7:53 AM neverdisclosemyname wrote:
         You've Got Leads is being managed by A Place For Mom. They now have access to all the DIs for every building in the system. Think about it...
         Reply to this
         1. 1/17/2010 9:22 AM LivingTheDream wrote:
            It wouldn't surprise one bit if Fortress has a vested position in A Place for Mom.
            Reply to this
            1. 1/18/2010 10:38 AM dlcharles wrote:
                    We had nothing but problems with APFM.  Information was inaccurate most of the time and contact was also.
               Reply to this
               1. 1/18/2010 12:05 PM everydayisaholiday wrote:
                  APFM is the lamest excuse of a group!
                  
                  Yes, nothing but problems. Their references were horrible -- people that had very little income, people who needed extreme medical care, people that would curse you out when you contacted them.
                  
                  Then, when you would call your APFM rep you would be told, "Yeah, we wrote them off, but thought you could chase them down." The best one was when our RD kept getting on our case because our APFM rep hadn't been to our community for her free lunch and tour. Our APFM said, "Well, maybe I can get to your place in 3 or 4 months."
                  
                  Of course our RD thought that APFM was the best thing since sliced bread. I wouldn't be surprised to hear that Fortress and APFM were in bed together.
                  Reply to this
      2. 1/17/2010 2:06 PM Achmed wrote:
         The cost for any move-in that comes from A Place for Mom is 70% of the full month rent. If Holiday gets all of their move-ins from APFM than it is costing them a fortune.
         Reply to this
   2. 1/17/2010 12:52 AM NotMyRealName wrote:
      We used to have a rule-of-thumb where we would anticipate losing 3 to 4 residents monthly would -- that was in good times.
      If "the Holiday touch" were to be re-instituted immediately, I'd estimate it would take at least twice as long for a new team to rebuild as it has taken for FIG to destroy it.
      Reply to this

1. 1/17/2010 8:56 PM LivingTheDream wrote:
   If you need these proprietary documents for litigation purposes, your attorney can obtain them through a subpoena, and not put any current Holiday employee at risk of losing their job in your behalf. Good luck.
   Reply to this

1. 1/18/2010 1:05 AM cowgirl wrote:
   tru dat. heard it myself. I was appalled.
   Reply to this
2. 1/18/2010 11:59 AM everydayisaholiday wrote:
   We were told over a year ago by our RD that we were not to have events for the purpose of the existing residents. They did not need to be entertained. The only reason events were to be conducted was to bring in possible move ins!
   
   We thought then that the message was pretty clear -- who cares about the existing residents? Just worry about the people who could be moving in.
   Reply to this
   1. 1/29/2010 11:34 PM Cagirl wrote:
      Home Office Marketing still doesn't get it! Move-ins come from our residents who are happy. If your residents are happy they will fill your building with their friends. Also our move -in are on a sudden need basis. Mom or Dad falls and can no longer live at home. The dollars spent on posters and thousands of mail outs are wasted dollars.
      
      But, we do as we are told and do special events to try and bring the public in. We also do special events which will appeal to our residents and add door prizes for our residents to be in on the drawings.
      
      I do not understand what Fortress is doing with raising rents and market rates and cutting back services and people will leave because of it. I am trying to rent apartments where previous residents had a dog and it wasn't entirely house broken. I can't change the carpet. Just have it cleaned. They say. Many residents have vision problems and the lighting in the apartments is very dim. Too bad!! I have a dark and dangerous parking lot. No new lighting even though someone fell in the rain last year because he couldn't see and was on the ground for 30 minutes before someone found him.
      
      Is Holiday a tax shelter for Fortress???? Let's keep it running at a loss on purpose!??!
      
      Lower the prices to a 2007/2008 level and let me fix up the damaged apartments and I think I could have a full building. In Oct. 2008 I was above 95%. The economy for the whole country sank and so did my census.
      Reply to this
      1. 2/5/2010 1:43 PM oscarww wrote:
         Fortress is probably banking on attrician of long time residents that remember better days. Remember when you worked there or when you started .... at how fast the resident base weren't aware of former managers and staff and events etc. It won't take too long for the current behaviors and treatment to be acceptable or normal in the eyes of the resident pool. Right or wrong attrician may just work to change the climate.
         Reply to this
3. 1/20/2010 7:28 PM 4 years was enough wrote:
   10 years...you deserve a metal !!! Do you know what a Holiday is (Christmas, Thanksgiving, Easter). That is the real problem with Holiday Retirement. The Managers and Co-managers never get a bunch of holidays off. Your basically have NO LIFE when working as a manager/co-manager. Never a full weekend off or even a three day weekend when a holiday falls on Monday.
   
   Go luck Mr & Mrs 10 YEARS. maybe someday you will able to remember what memorial day weekend. July 4th weekend and Labor day weekend are all about.
   Reply to this
   1. 1/21/2010 1:01 AM LivingTheDream wrote:
      I always get a chuckle when reading this type of comment throughout this blog. Having worked for 25+ years in hospitality/retail management before joining Holiday Retirement as a Co-Manager, I remember 60-80 hour work-weeks, and, yes, even having to work on major holidays (can you say doing an inventory and month-end/quarter-end/year-end reports every New Year’s Eve into the wee hours of New Year’s Day?) I don’t see this as a Fortress or Holiday Retirement “problem”, but rather an aspect that comes with most industries that sell a product or a service to the public. Our clientele expect us to be there for them at their convenience, and when we accepted this job, we knew the expectation of our positions.
      
      Going on 4 years with Holiday Retirement, I have to strongly agree that this lifestyle career (not unlike that of a fire fighter or paramedic) is not for everyone. And, one of the advantages of working the same schedule as my spouse is that having both Saturdays and Sundays off every week does not have much meaning to us. We can make any consecutive 2 days off our “weekend.” We even schedule 3 days off in a row during a holiday week for both couples at our community, then work two 6-hour days with our three open to close days (a 54-hour week plus three overnight on-calls), and everybody is happy. To make our time-off fair and balanced, we alternate working the major holidays with the other couple. And, as for vacations, we schedule those far in advance with our Regional Director for him to arrange a floating management couple to cover so we do not have to kill ourselves during or after the vacation of either couple.
      
      But, as I said earlier, this lifestyle is not for everybody. If you try to compare this to a Monday through Friday job and must have the actual holidays off to be happy, then you would be absolutely right in saying that you do not have THAT life. But, if good planning/scheduling and time management do NOT exist in any non-standard work-week occupation, then you definitely will have NO life.
      Reply to this
      1. 1/21/2010 11:48 AM everydayisaholiday wrote:
         What a bunch of crap! Floating managers???? Yeah, right! Our RD said, "in your dreams." If one set of managers took a vacation then the other set are on their own.
         
         Or how about when the comanager leave and you are on your own 24/7 for two months?
         
         And firefighters and paramedics get paid for that shift whether or not they are answering a call. Then they have real days off. I do not thing that the job as managers can be compared to firefighters and paramedics.
         
         Yes, I too, always get a chuckle out of responses like yours that seem to think that the majority of managers are just whiners and do not know how to budget their planning and time management.
         Reply to this
      2. 1/30/2010 3:59 AM NiceTry wrote:
         This was obviously written by someone in Marketing at Home Office. This is NOT reality. What you say Achmed?????
         Reply to this
      3. 1/30/2010 1:15 PM Achmed wrote:
         What Floating Managers? I have said this before, my wife and I once worked 3 months solid as we did not have any co-managers. Now keep in mind, if your bus driver or your activity director calls in sick you, as manager with a CDL lisence (as required by the company) ALSO have to drive the bus for residents who need to go to the doctor(s) or shopping or what have you on top of the daily ruotine type of work.
         Before FIG bought HRC, there was only one set of "Floating" managers in the region. They liked certain buidling and disliked other. If you happen to be in a building they disliked, they always would find an excuse not to come. Your RD kept promising he would take of the managers with pay raises etc. etc. Obviously when increase time came, they always forgot the made such promises.
         
         The bottom line of it all is this:
         If you like(d) what you are/were doing then you cope with it all and get it done for the "TRUE LOVE" we all have for our residents. And that is what HRC was and now FIG is banking on.
         The one thing that can change all of this is to get a union inside.
         I persoanlly am not a believer in unions however in the case of FIG/Holiday as well as Brookdale, I trully think a strong union will be helpful and then FIG can suck it up with the unions. All Canadian properties are unionized.
         
         Because of the new structure from FIG into Holiday it only will take one person from a union and all the US communities will be unionzed as well. I have no doubt about it. You than will have fair wages and FIG is screwed.
         Reply to this
         1. 1/31/2010 12:59 PM FreddieMac wrote:
            Who's going to pay for the increased costs due to a union? The residents. I'd say so much for those "fair" wages, but then, maybe Fortress is too big to fail!
            Reply to this
            1. 4/18/2010 11:14 AM oscarww wrote:
               The residents are all ready paying by suffering through overworked and burned out managers/staff and they are still getting the privelge of rent increases. I believe a union could help create a fairer working condition and compensation package for employees. Right now managers/employees have no one to help protect them and are forced into situations and are continually forced to work in conditions that compromise the work requirement structure with an imperfect - inplace system that exhibits a non caring or inconsiderate behavior pattern. Bottom line its all about the dollar and people are expendable. They save money on working you on your free (free for HRC) time and will be happy to replace you with someone else when you are used up.
               
               Reminds me of a paper napkin? All nice and crisp and folded neatly at the start of the meal and then someone grabs you and and scrunches you up, rubs you into a mess and then tosses you on a dirty plate to be discarded.
               Reply to this
         2. 1/31/2010 5:56 PM canwest wrote:
            fair wages with a union -you are dreaming my friend.once unionized a building will be paid the lowest possible increases-while other non-unionized buildings will see a slightly higher % raise-trust me on that.
            Reply to this
            1. 3/28/2010 4:15 PM thrownunderthe bus wrote:
               We all received $0.03 to $0.12 raises. Woo-hoo! Feels like we are already in the union.
               Reply to this

1. 1/18/2010 4:20 PM neverdisclosemyname wrote:
   It is NOT available online. It is only accessed through the portal and nobody is going to risk downloading it to send it to you. You should have saved all your manuals and documentation given to you when you were hired.
   Reply to this

1. 1/19/2010 8:19 PM Stopthemadness wrote:
   Yes, indeed Charles after doing some casual research and reading, your summary was pretty much my take as well on Jack and the current situation.
   
   Clearly, with the creation of the General Manager position replacing the lead management couple and drawing from hospitality labor pool and using hospitality-like principles to restructure and re-fill the Holiday buildings is such an error in mega proportions on so many different levels that Jack and Stan need to have their urine checked for illegal substances and a CAT scan for brain damage.
   
   Although, personally I had several issues with the couple Manager and Co-Manager Teams as we knew them but really in most cases the stronger agent or in some cases the more dominate personality of the couple became the de facto General Manager. This Management Team combination has if fact worked for years albeit with mixed results across the board. If a couple didn't come to the company jointly armed with business, sales and marketing skills--which most couples really didn't-- it realistically took them 3-4 years or longer (if they could hang on that long)to acquire enough of the requisite skills to operate a community effectively.
   
   To be sure, there is a basic, inherent conflict and sustained organizational dysfunction with the labels/titles/terms of manager/co-manager--one person is and has to be accountable and in-charge all the time whether they are on site or not and that individual sets the tone for that particular community environment. Moreover, whatever personal differences existed between the combined management teams right or wrong (unless immoral, illegal or contrary to loosely prescribed company guidelines) all other managers should have yielded to and supported the "lead" manager of the fearless foursome.
   
   In most communities and in most cases I assure you that this did not happen. In most communities internal conflict was standard operating procedure. It was seemingly in the staffs' and residents' best interest to pit or play the managers against each other only for different reasons. The staff loved having a revolving door of managers, it resulted in a management team that would never be there long enough to hold them or their performance accountable. The residents would naturally always have their favorite managers based on a variety of reasons, however in as much as they tell you they dislike the management turn-over and believe me they truly do but they love to get wrapped up in the excitement of the drama and inner-community conflict which eventually undermines the intent and authority of the de facto General Manager/ Senior couple.
   
   My point although far from a ideal system I believe it could have been tweaked through better hiring, training and fine tuning or adjusting the Management Team structure, rolls, titles, job descriptions and another management imperative-the management couple should have always been responsible for hiring their co-managers--not the RD or trainers.
   Reply to this
2. 1/21/2010 12:02 AM Sweet Caroline wrote:
   Great writing Charles. What about the premise that Holiday Retirement was built upon ---- The Grass Roots Philosphy and Gracious Retirement Living. Almost every building is turning into a nursing home because managers/co's are being forced to raise census. There was a day when many buildings were full and even had a waiting list. Now, the only things that matters is --- is the potential resident breathing and does he/she have money to pay for the apartment. Four years ago we were in a building that had great independent seniors. Now, at the same building, THere are 28 vacant apartments...there are also 20 electric wheel chairs and 25 walkers at dinner. 4 additional residents are also being helped with meals by aides. Some of the independent folks are now afraid to ride on the elevator in fear of people run into by an electric wheel chair. Mr. Callison, Mr. Brown or whomever needs to tour the buildings and see what is happening.
   
   By the way...the article about Holiday waiting for the baby boomers. Remember these boomers are only 55- 65 and probably won't need a retirement home for 10-20 more years.
   
   Another by-the-way--- I recently heard from a former resident who was paying $2400 a month for his apartment. He left Holiday because of the poor treatment from the managers and the bad food. This guy now lives in a $750 a month apartment...budgets $30 a day to eat out($900 a month) and he still has $750 a month left over. He plays poker once a week ($10)..bingo once a week ($10)...to the movies once a week ($10) and to church on Sundays ($10) donation. ($160 a month)...He stills has $590 left. Utilities cost about $100 a month....Still $490 left. He's as happy as a 2 peas-in-a-pod or a 3 frog-on-a-lilly-pad.
   Reply to this
   1. 1/21/2010 11:54 AM Anonymous wrote:
      This has been discussed before. There was a reference to a community in Nashville TN, Windlands South I believe that has a community which is filled primarily with people who are on walkers, scooters..etc. Has anyone uncovered the "truth" behind that building. I heard it is what caused Nina to be fired; her desire to speak truthfully about that property. We all are aware there is a problem but the information is closely withheld. It's the reason the previous RD was uh..given a different region - he lacked the ability to manage the managers and the community properly.
      Reply to this

1. 1/18/2010 8:22 PM dlcharles wrote:
        Someone is working to help you - just be patient.
   Reply to this
2. 1/23/2010 7:35 PM touchofgold wrote:
   I told you I have all the books,I was a manager,who never threw anything out...I'll help you
   Reply to this

1. 1/23/2010 3:34 PM dlcharles wrote:
        Rather an all encompassing statement. 
        After your "... many years with holiday..." would you, yourself, now stay in a Holiday Retirement community?    
        I will argue your stance about the health insurance, using us as an example. We did not need, or want, any of the benefits offered by Holiday. The company I retired from pays all of our health benefits - no co-pay, no charges to us at all. We went to Holiday because we felt an affinity for a concept to be identified with. That concept has disappeared.  Co-managers, like managers, are mostly hardworking people just trying to do their jobs.  I will say the same for all staff at a community or at home office.
        Fortress has not figured out how to clean house.  Fortress is displaying a "wrecking ball" attitude in an effort to stave off the collapse they know is coming, but that attitude is speeding up the process.  Whatever reasoning led Fortress to purchase Holiday Retirement it turns out to be very obvious it was not to continue a Colson-built concept of a profitable endeavor.  I tend to concur with a previous comment that Fortress is probably attempting to expand on the Brookdale manner of business.
        The problem with doing this is that Brookdale is on limited time also.  The retirement industry itself is gearing up and revamping in preparation for the 'baby boomers', but a big surprise awaits.  Fortress rode the bubble back when it was easy, but Fortress does not have the "financial guts, the stamina and knowledge" to survive the economy for the next few years.  Overextended, borrowed to the max, asinine investments, and a collection of stockholders who want their money simply because they direly need it.
        Insofar as the blog itself being closed - wrong.  Let's say that not a single person ever wrote anything on this blog again.  Does anyone actually think it would cease to exist because of such?  Already there is more than enough input by present and former employees at home office, as well as in the field, by residents past and present, expressing their concerns, to ensure the blog will remain a viable information locale for as long as I, personally, desire for it to be online.  (Chuckling here) - I spend more money on a carton of cigarettes than this blog costs me for an entire year.  I have been offered a sale of this blog but am not interested in doing so.  It started as a questioning personal and has become a place for others to express themselves in safety from a company retribution effect.  I am amazed at the results to date, but it proves The Touch is real and still can be a profitable concept.
        If, at some future point of time, I get too old to be capable of caring for it then the blog will be offered to someone else who can do so.  A nice thing about the Internet is that as long as information remains available - someone will search it out.
        A very large number of the people on here ARE the future of the retirement communities.  In ten or twenty years from now can most of you safely predict your financial situation will likely allow you to afford an apartment in a retirement community?   Remember, just like everything else out there, the cost of an apartment will also appreciate accordingly. 
   Reply to this
   1. 1/23/2010 7:48 PM touchofgold wrote:
      Horay for this blog....Only found yesterday,as a former manager,co-manager and marketer with Holiday,I'll write everyday if that's what it takes to keep people informed..Keep this blog going " Charles"
      Reply to this
   2. 1/25/2010 10:10 AM shocked wrote:
      We have been managers for two plus years and around the company for over 8, and as I read all these comments I think what has happened, then I remember, its called greed. Isn't greed one of the 7 deadly sins? Greed will continue to send this company on a downward spiral until it either goes under or they wake up. Under is my guess. The sad thing about all of this and reading all these comments is, the residents, this is suppose to be there golden years and now with social security being frozen and large amounts by many being lost in investments they are worried what they will do, yet we continue to raise there rates year after year and charge potential new residents more each year to move in. The company nationally is at a all time low in census yet they continue to raise those rates. Wouldn't good business be keep the rates lower and maybe save residents from having to leave for financial reasons then to have an empty apt. with no income. The company still thinks people are beating the doors down to get in. Well I could go on and on but Thank You Mr. Charles for this blog its nice to see we are not alone in our frustrations.
      Reply to this

1. 1/24/2010 12:03 AM Stevie wrote:
   Heard today that the building in Myrtle Beach has been without co-managers for 3 months.
   
   What's going on....
   
   Anyone hear who is replacing Mike Lively ?
   Reply to this

1. 1/23/2010 12:57 PM dlcharles wrote:
        Good Catch!  Have been waiting for this to happen. It was a foregone conclusion.
        Fortress, like many other hedge fund scenarios, initially convinced others to "trust" them in handling the money.  Back then the bubble was flying high.  When the bubble burst it came down to simple economics - supply and demand.  Profits are becoming harder and harder to obtain and costs more difficult to justify.  This is happening all across the board, not only with Fortress.
        There is, however, one major difference.  As the 'belt-tightening' becomes even more prime companies are going back to that old fashioned concept of managing their own money instead of allowing some over priced percentage hyped group to do so.  Wesley Edens and his entourage have made so much money they will never have to work.  The problem now is that the money tree is drying up for the forseeable future.  It is easy to reach for elusive potential when the coffers are overflowing, but the costs of maintaining the hopefuls gets more expensive by the day.
        A company, any company, which deprives its stockholders of consistent dividends only has one direction to go - DOWN!
        Mention of Wes Edens brought to mind a very interesting site which is interactive and a lot of informative fun.  One can truly spend a lot of time doing research on this site.  Check it out!
   http://www.muckety.com/Wesley-R-Edens/6049.muckety 
   Reply to this

1. 1/23/2010 6:28 PM Anonymous wrote:
   You said it...The Touch...The Family atmosphere...The personal interaction..
   
   They all are gone.
   
   Getting rid of everybody that made things work in the past is just plain ignorant.
   
   It is totally sad for the remaining residents. I talked to one yesterday in Florida and she said --- "this hasn't been the same place since you and your wife left...nobody knows my name...the food is terrible and there is no family atmosphere".
   
   She also added that their place looks like a nursing home.
   Reply to this
   1. 1/24/2010 1:21 AM Anonymous wrote:
      And it will continue to look that way. After all, anyone who can stay on their own will continue to live on their own in this economy. Are you kidding me? Rush to move in to play bean bag baseball? The communities where the seniors are going offer at leisure dining, apartments which reflect style, hardwood floors, happy hour...All things not offered by Holiday. Let's face it, Stan Brown and Edwin Zepherin have ruined this company with their hospitality approach. There is no value in holding on to long term residents, just replace them with another one. During the weekly calls with management, the number we reported up to the illustrious Regional Sales Leader (talk about a dead position) was simply a + or a -
      No conversation concerning the residents, their satisfaction, what their needs were (are). None of that. Simply who was out (not by name; just by numbers) and who was in. No value in knowing there name either they wouldn't be there long.
      Reply to this
      1. 1/24/2010 8:58 PM CNBC report on Wes Edens wrote:
         From James Cramer--CNBC in early January 2010....
         
         
         Segment 5: Wall of Shame Update
         
         Cramer announced that Wall of Shame member C. Dowd Ritter, who is the CEO of Regions Financial (RF), did shareholders a favor and decided to retire, so there is an open spot on his Wall of Shame. He gave the spot to Fortress Investment Group (FIG) founder and co-chairman Wes Edens because the company has not paid its dividend for 6 quarters in a row
         Reply to this

1. 2/16/2010 2:17 PM jteam wrote:
   I am in a building with a GSM as well as the Youve Got Leads DI system. So far, the GSM is out in the community sending us lead sources such as realtors, health agency reps, etc. Something that we already have. Our GSM is not in the building often and her presence has not affected my schedule as a co. It may be early, but I don't see her replacing me or the managers in any way. But, I'm not sure the money is well spent. Time will tell. I just don't know if Holiday has the time/money to spare.
   Reply to this

1. 1/25/2010 8:08 PM touchofgold wrote:
   When we were hired some 7 years ago,there was also 1 manager couple,1 married co-managers,we all went to Salem for training....
   Reply to this

1. 1/25/2010 11:12 PM dlcharles wrote:
        I apologize for the problem.  Closing the comments on Part 1 is what prevents notification regarding Part 2 because 2 is a different entry  . Unfortunately a resubscribe is necessary. Again, I apologize. So far I am unable to ascertain the reasoning and am seeking a solution.  Please bear with me.
   Reply to this

1. 1/27/2010 7:51 PM Duke wrote:
   I think the key word is Hospitality. It appears the people they are hiring are experts in making certain on a daily basis that people's need are met.
   
   I hear this Aufieri guy is great and should bring great value to the management of Holiday
   Reply to this
2. 2/2/2010 10:49 PM Good luck Mr Aufieri wrote:
   If Roger is reading...Here is some advice.------
   
   1.Hire back every manager & co-manager working during 2005 & 2006 when the company census was near 90%.
   
   2. Allow you 71 buildings to revert to the old food budget so that meals are a priority. "The best way to get to a
   senior is thru their stomach". Remember every time you have your grandpa, grandma, aunt or uncle over for dinner you always give them a good home cooked meal.
   
   3.Respond to resident complaints and concerns. Ignoring them just lets bad things continue to happen. If you get a letter about something bad in a building follow up on it and give good customer service.
   
   4.Talk to you managers, co-managers, activity directors and chefs and remind them to "give the touch" and to" give them a pickle" when they ask for it.
   
   5.Re-create an atmosphere in your 71 buildings as a "family"...have the managers and co-managers treat every resident like a grandpa or grandma.
   
   Good luck sir and if you hire back those 2005 2006 people you will be successful.
   Reply to this

1. 1/26/2010 5:57 PM dlcharles wrote:
        Well said!
   Reply to this

1. 1/26/2010 5:06 PM Anonymous wrote:
   Stand by. We'll continue to see the demise of Holiday Retirement. What Stan and Edwin are doing is no different than what transpires with professional athletic teams. New Coach means new asst. coaches and a reshuffling of players. Jack (Team Owner) has turned Holiday over to Stan (GM) who in turn is bringing in his team of coaches (MD's RD's) all from hospitality who already speak his language and are accustomed to his expectations. Edwin brings the same with his infrastructure choices...makes you wonder how much longer Cynthia Stutsman will survive.
   They have effectively shelved Kai by banishing him to special projects even though he maintains the ear of Jack for long range/term planning.
   
   What a mess they have made of this company. What a sad commentary.
   Reply to this
2. 1/26/2010 10:01 PM co-managers duties wrote:
   Almost all co-managers work the following schedule:
   
   Sunday off
   
   Monday off
   
   Tuesday report to work at 11;00am and work till 8;00-8:30 (after supper) on call all night
   
   Wednesday up to work at 7:00 to 7:30 and
   get ready for breakfast. Work until 3:30pm and then time off.
   
   Thursday report to work at 11:00 am.
   Work until 8:00- 8:30pm ..on call all night.
   
   Friday report to work at 7:00-7:30am and get ready for breakfast. Work ALL DAY until 8:00-8:30pm. On call all night.
   
   Saturday report to work at 7:00-7:30am
   and get ready for breakfast. Work ALL DAY until 8:00-8:30pm. On call until;
   6am.
   
   The building managers are off from 3:30pm Thursday to 6am Sunday.
   
   The co-managers are off from 6am Sunday to 11am Tuesday.
   
   Depending on how many residents are in your building...everything is o.k. unless a work doesn't report to work.
   Example a dishwasher...You fill in for those who don't show up.
   
   All supper meals and all weekend meals have teenagers as servers. If you are lucky you can get reliable help. If not, you end up serving the meal.
   
   It all depends on what you want.
   It is a fact that you are on call 4 nights per week for resident emergencies
   and things like letting people in the front door at 1am. The schedule means you have three evenings and nights off per week.
   
   As far as holidays go...if you are teamed with fair managers, you usually alternate weekends. For instance, one couple takes Thanksgiving off and the other takes Christmas off. YOu NEVER get all holidays off.
   
   When a manager goes on a 7 day vacation, you, as co-managers cover 24-hours a day for 7 days. Usually, again, if you have fair managers you get an extra day or two off when they get back.
   
   By the way, the co-manager apartment is generally 500 square feet with a small living room, kitchenette and bedroom.
   There generally is a small washer/dryer
   on top of each other. Don't plan on bringing lots of furniture.
   
   You get to eat the food that the residents eat...but to be honest, on you days off you probably want to stay away from the main dining room and kitchen.
   
   During each meal, the managers or co-managers pour coffee three times each meal
   
   Good luck...
   Reply to this
3. 1/28/2010 6:59 PM yvonne wrote:
   Is Holiday using recruiters? Are they hiring with in at all? What are the recruiters recruiting for? Co Managers, Marketers, What else.
   Reply to this

1. 1/27/2010 7:55 PM canwest wrote:
   i met them at the cia years ago.nice people.HUGE mistake bringing in hotel people for that area,as they would have no concept of feeding people with the pittance that chefs are provided.
   Reply to this
2. 1/27/2010 8:04 PM neverdisclosemyname wrote:
   Unbelievable. Lore is strict but a very, very good person. Just...wow.
   Reply to this
   1. 1/29/2010 12:19 AM oskar4498 wrote:
      Good? Are we talking about the same person? In my epxeriences with her and over the years there's been several, she was nasty, rude, and obnoxious. Then there's the CAA she "helped" with one year. I was working in the kitchen the whole time she was there. Most of the stuff she marked off as "not clean" she never even looked at and other items she wrote as "not clean" were out-right lies. Just wow is right.
      Reply to this
3. 1/27/2010 11:31 PM A Holiday resident wrote:
   What's next at Holiday. Taco Bell or Burger King $1 Cheeseburgers for lunch.
   It is probably better than some of the slop that is being served today. Food quality has dropped to an all time low. I can't belive some of the poor quality meals that are being served.
   Reply to this

1. 1/27/2010 7:57 PM Anonymous wrote:
   WHAT be bad?
   Reply to this

1. 1/27/2010 8:12 PM canwest wrote:
   So duke exactly what postion do you hold within this company??
   Reply to this
   1. 1/27/2010 9:27 PM Duke wrote:
      None, because only a fool would work in the bitter enviroment you have created for yourself. God as my witness I do not work for this company nor do I know anyone who does. You need to close shop on your blog leave that miserable company and find something positive in your life. Only you will be the one to decide if you are miserable or not.
      Reply to this
2. 1/27/2010 8:37 PM neverdisclosemyname wrote:
   Hey Duke, you try running a building, keeping the residents safe and happy, managing a staff of 35-40 people and have absolutely no support from your superiors and home office. You try to tell a resident who just received a rent increase they can't afford that everything will be ok. You try to keep order in the face of constant chaos, belittleing, and have the human value of our most precious commodity, our residents, constantly and continually demeaned by home office people who think they are disposable and without worth. I would like to have you spend one day in my community, or anyone else's community, and see firsthand what Fortress has done to this company. Come to think of it, you are either a Fortress troll or a home office yes man/woman lackey. Go away. You are a pompous jerk.
   Reply to this
   1. 1/27/2010 9:34 PM Duke wrote:
      You say you don't have time to care for the residents. Why don't you use the time you do on this blog making yourself unhappy to spread a little cheer into the greatest generation that ever lived at your facility. Your whining around on this only serves to make you more miserable.
      Reply to this
      1. 1/28/2010 12:09 AM cowgirl wrote:
         No one who is, or has been associated with Holiday would be interested in posting on this blog, particularly to give advice about which you claim to know nothing.
         The new order at Holiday is bent on getting rid of managers whose first priority is spreading love and cheer into the greatest generation.
         Reply to this
         1. 1/29/2010 1:09 AM Duke wrote:
            I have a novel idea!!! Why don't all of the experts on this blog just buy Holiday and then they can run it the way they want.
            Reply to this
            1. 1/29/2010 2:20 AM cowgirl wrote:
               Sadly, managers and co-managers do not earn enough money to invest in much of anything.
               You still don't get it. Why people post comments on this blog. There is a collective shared experience of witnessing first hand the double talk of new management. And that is, bragging about the Holiday touch, while systematically changing the corporate structure to eliminate it. The short-sighted and greedy approach to maximizing profit by cutting staff and budgets and raising market rents to cover the outrageous salaries of upper management who never lost a night of sleep to an E Call, or plunged a toilet.
               It's hard to wrap your head around the concept that no good deed goes unpunished. So it's comforting in a way, to know that one is not alone. You might keep that in mind on your way up, because if it doesn't work out, you may need some fellowship too.
               Reply to this
            2. 1/30/2010 6:46 PM Anonymous wrote:
               I'm in I have a little money to invest. Hy Vee is employee owned and Holiday is not by far a grocery store but I'd like to know how this works at Hy Vee or am I way off?
               Reply to this
      2. 1/28/2010 12:33 PM Roxy wrote:
         Hey Dukey, if you don't work there or know anyone who does, then why the hell are you even reading this blog or posting on it.
         Reply to this
      3. 2/5/2010 7:33 AM sadtobegone wrote:
         Duke most of us have already lost our jobs for the reason of caring for the residents. You get some managers in there that as co-managers where wonderful and residents loved them bur when they become managers they change just like the superiors do and for a RD to say nothing is opened for discussion is beyond me! So we are not wasting time on here at work we are unemployed looking for a job and by the way we are the "Babyboomers"
         Reply to this
3. 2/5/2010 2:24 PM oscarww wrote:
   Hi Duke:
   
   I can certainly understand your concerns. Unfortunalty in the spirit of freedom of speech I welcome your comments right or wrong. I can only speak for myself. I did not enter the company in a negative manor. After 3 years of belittling, and a host of other behaviors no person let alone employee should have to endure to be employed I have beyond earned the right to find comfort and commeraderie. When you are a manager you usually are an Island. When I first hired on it was discouraged to contact other managers. I Can say my husband was very good at blowing that out of the water. Much to status quo desire to divide and concur.
   
   I loved my "home and family". I grieved and am still grieving for the friends I am not allowed to visit at thier homes as holiday has a policy to not allow former employees back on HRC property. My husband and I left voluntarily and were not fired, we found we could no longer "sell" the new lifestyle being touted and were unable in clear conscious to enforce many of the new things being required ei: the "30 day notice" Which could be a 59day+ notice. We were business minded people and loved the concept of the Touch and maybe having the honor(if we were lucky) to provide just one more person something meaningful one last time.
   
   Even the most positive people can take only so much. So please continue to speak out.
   
   an additional note:
   I think we are negative, but mostly sad and hurt about the loss of something, something we've put our hearts into and that it was great and that it could have been better.
   
   But please feel free to beat on us some more as if HRC hasn't done so enough.
   Reply to this
   1. 2/5/2010 5:18 PM touchless wrote:
      Oscar, in all due respect, may I reply. May I understand, are you currently employed with Holiday? If not, your social life cannot be governed by Holiday in that regard. The only way legally to restrict a visitor of the residents is to post at the entrance of the community, a sign stating No Vistors Allowed. The conduct of a visitor is always governed while on the property.
      Reply to this

1. 1/28/2010 7:29 PM Anonymous wrote:
   Looks like thats where DUKE went Achmed! He found a challenge and quit
   Reply to this
   1. 1/29/2010 1:03 AM DUKE wrote:
      You can always tell when someone is losing an argument they always resort to name calling.
      Reply to this
      1. 1/29/2010 8:19 AM Anonymous wrote:
         Name calling you are the one that calls yourself Duke? What other name were you called! HUH?
         Reply to this
      2. 2/5/2010 11:06 AM touchofgold wrote:
         Duke,when you learn more about Holiday, you will run to the nearest exit and go back to Fortress, Which by the way you talk came from anyway,Rats leave sinking ships,Right!!
         Reply to this

1. 1/28/2010 12:31 AM cowgirl wrote:
   RSL's like you describe will not be replaced. An RSL is basically a hired gun by home office. They do not do their own thinking. They request reports and activities from the community managers, and forward that data on up the pipeline. They weren't hired to be warm & fuzzy.
   I know. I couldn't believe it, either.
   Reply to this

1. 2/9/2010 2:02 PM Anonymous wrote:
   you must be out of touch. the marketing department they have now has expnded under the leadership of one of Kai's cronies. Stay tuned for spiralling downhill disaster. Be careful, you too could be the next winner of a move in cruise in promotional voucher (flopped program fom 09
   Reply to this

1. 1/28/2010 7:03 PM Anonymous wrote:
   I bet his jeans made his butt look fat from his wallet
   Reply to this

1. 1/28/2010 7:28 PM Anonymous wrote:
   Just talked to a friend and yes I believe it is going down then
   Reply to this
2. 1/28/2010 7:49 PM Achmed wrote:
   They are being trained in Salem
   Reply to this

1. 1/28/2010 9:12 PM ItAintGonnaWork wrote:
   The Eastern Division was slated for 6 General Managers to begin January 1st as a 90-day pilot program to get the "bugs" worked out. To date, this has not begun. That is supposed to be followed by a farther reaching implementation of General Managers in April to replace management couples as they "leave" the company instead of replacing them with another live-in manager couple. Home Office says that there will always be 1 set of live-in managers in these communities reporting to the GM. We'll see how that works out for them.
   Reply to this
   1. 1/28/2010 9:32 PM John & Deb wrote:
      Changing the Management structure is going to do one thing: It is going to make the residents unhappy. There will be a definate decline of customer service...socialization and "the family atmosphere" that Holiday has been built on. What each building really needs is two sets of managers and one full time marketing person. When we were managers the one big thing residents liked was our interaction in activities, events and our treatment of them as a grandma or grandpa.
      
      What Fortress needs to do is have training on how managers & co-managers should react to each other.
      
      Good luck...but cutbacks on staff & customer service is just going to pull the census even lower.
      Reply to this

1. 1/29/2010 2:34 AM cowgirl wrote:
   Looks like the common denominator joining all the new management hires is the following line on their resumes:
   "No, I never ran an independent retirement community, but I did sleep in a Holiday Inn last night."
   Reply to this

1. 1/29/2010 7:43 PM Anonymous wrote:
   Sorry DL I am just so mad that this company has cost me so much money to leave the chaos. I am happy now and will refrain from stooping to some comments level but maybe someday I will get over it. I still LOVE my seniors and feel I am only ONE of the great losses to Holiday
   Reply to this
   1. 1/29/2010 9:29 PM dlcharles wrote:
           You're doing great! The reminder was not directed toward you at all.  My wife and I have been gone from Holiday just over one year - and we miss the residents.
      Reply to this
2. 1/29/2010 10:42 PM letsgetreal wrote:
   You know, some people just love to "stir a pot" and sit back and watch it boil. Seems to me that is what Duke enjoys doing. He probably doesn't care either way what this blog is trying to do; just wants to create negative responses for the shear attention he gets. I say, ignore him! He will eventually get tired of it and find another blog and people to irritate! I sure hate the fact that he uses the nickname of one of my favorite stars, the late, great John Wayne.
   Reply to this

1. 1/29/2010 10:14 PM passerby wrote:
   Before any RSL gets upset about being downgraded by the new GSM position I think you all should think how the RSL position downgraded the CMT. All I heard was after the RSLs come on board they will be able to train and coach the "incompetent community management teams" so THE PROBLEM will be solved. RSLs have been around awhile now and the numbers don't show much to cheer about. Maybe the CMTs were even worse than Salem was originally told and it's just taking a little longer to straighten them all out. Or maybe the recruiting and selection process for RSLs wasn't all that great.
   Reply to this
   1. 1/29/2010 10:28 PM passerby wrote:
      And by the way your 50K pittance is about 15K more than the "pittance" a manager makes and I don't think any RSLs have rented any apartments or pulled any night calls. Maybe we shouldn't look at what's "fair".
      Reply to this
      1. 1/29/2010 10:34 PM dlcharles wrote:
              It takes both of the two (2) managers' salaries combined to make even close to 50K.
         Reply to this
         1. 1/30/2010 11:24 AM touchless wrote:
            Profound! The organizational chart in reality should be flipped upside down. The generating force for the revenue comes from the residents and the management team, the community. No other management entitlement mid and upper produce one dollar in revenue, they only spend it. So when we hear comments about income, everyone needs to consider how the management team feels, for they have never been considered in that regard. A good management team works long hard hours and often under difficult circumstances, much more than outsiders realize. With nearly a decade of employment, we have been there and done that. Our residents were always first which didnt fit the new Holiday game plan. SO SAD!!!!!!
            Reply to this
            1. 1/30/2010 11:42 AM dlcharles wrote:
                    Excellent reality check!  Either one generates revenue or one spends revenue generated.  The new upper echelon spends but doesn't generate, although the collective stance of the 'good-ol-boy-club' is that they WILL eventually do so.
                    Posted today in the UK:  http://www.snowboardclub.co.uk/news-9070.html 
                    Notice the numbers and locations of the various resorts, then check the weather patterns for the areas.
               Reply to this
            2. 1/30/2010 1:22 PM Achmed wrote:
               If you recall, under old HRC, ALL home office employees were "OUR" support people. We (as Community Managers AND Co-managers) were treated as their clients as they knew WE generated the revenue. Touchless, you made an excellent point.
               I have always challenged the "Blue Light Specials" now the Holiay Hotels Regionals to make one DI call that generates a new resident.
               I challenge any new Regional person to run a building by them selves for 2 months and live under the pressures they put upon the Managers every day.
               They also are to receive the same pay as the Managers and no bonuses either.
               
               So far none of the BLS'ers ever took me on and proof they could do it and I am convinced the new Holiday Hotel Regionals won't take me on either.
               
               Hell, HOW MANY NEW RESIDENTS HAS MR. CALLISON GENERATED IN ORDER TO EARN HIMSELF THAT BIG 1 MILLION DOLLAR BONUS?
               Reply to this
2. 2/5/2010 2:18 AM wrote:
   It seems that almost everyone on this Blog lays blame to upper and top management at their lack of experience of "Being in The Trenches" in the roles of being managers and co-managers within a Holiday building. The written attacks against Danny and Martha Smith both indirect and direct are totally unfounded. They both started with Holiday as co-managers and worked to be managers of a Holiday building.
   
   We've had the opportunity to meet Danny and Martha and to work with them throughout our career with Holiday. I will say that Danny has The Touch. He has always done what was best for the Residents, no questions asked. His efforts while with Holiday surpassed every expectation that I would have put upon myself. He is a good man.
   
   Martha, in my opinion, has to be the best person to reach the top spot in what she does. She is caring yet strong, supportive but demanding, knowledgeable and diverse, but her best trait is that she can fill a building! Martha is tough, strong, decisive, aggressive and will do what it takes to help you succeed. The problem is that you don't listen to her. You blame your failure on her success. Martha has contributed to the success of both the old Holiday and new Holiday due mainly to her unwillingness to accept failure in both herself and her team.
   
   Shame on anyone for thinking anything else about The Smiths
   Reply to this
   1. 2/5/2010 6:47 AM Anonymous wrote:
      Having known and worked with the Smiths as a Community Manager for the last 4 years, I resoundingly 2nd this emotion!!
      Reply to this
      1. 2/9/2010 2:13 PM Anonymous wrote:
         Look for a replacement for Martha to be named any day now. Another Hotel special on the way
         Reply to this
   2. 2/9/2010 2:10 PM Anonymous wrote:
      There is no doubt Danny's demise had nothing to do with his performance. It was simply a sign of times to come. Martha is nice woman and certainly a good person. Collectively we (other RSL's ) don't feel she is a bad person, just a poor choice for the role she eventually moved into. Even now, while we know she is no longer the Director of Sales, it hasn't been officially announced to all and that is a sad concept. Probably because they (Holiday) are trying to keep from being sued for the way she was placed in that position. Go figure, it took place after Danny's abrupt seperation and she was the least logical choice for the positon and while a great Community Manager she was not the right fit for the job.
      Reply to this

1. 1/30/2010 2:06 PM passerby wrote:
   Sounds like a GREAT opportunity. Then you take credit for 150 move-ins and become a "Ruby" GM. Get 6 more communities to increase occupancy and you move up to "Sapphire" GM. Then get rid of any remaining old Holiday managers and you advance to "Diamond" GM. After that the sky is the limit on this new opportunity to grow with the leader in senior assisted? housing.
   Reply to this
   1. 1/30/2010 10:43 PM dlcharles wrote:
           So you sold Amway too?
      Reply to this
      1. 1/30/2010 11:43 PM passerby wrote:
         I haven't yet but I may have to if we can't survive and turn this around. It will be that or maybe "Welcome to WalMart"
         Reply to this

1. 1/30/2010 8:13 PM Anonymous wrote:
   I agree with you waitaminute. All of us are in the same situation. Each of us have been placed in a compromising situation which in turn breeds hospitality and we tend to take our frustration out among ourselves than on the rightful party; The management team at Holiday.
   As an RSL we were not told the CMT's were incompetent. In fact, we were told they were very nice, compassionate people who simply were never hired with any discussion concerning their sales ability -- in the prior economy it was not a requirement of the job. So, we were all hired and brought on to serve as trainers within each region--no different than the role of the Regionals on the Chef/Maintenance roles. The regional chef simply provides input as a resource to the Community Chef. The same is true of the RSL position. Most of us have sold, many have trained and our role is to assist you in tactics to close your sales. However this situation was thwarted from the beginning. Little did we know the precursor to our position DSL's had been a failed position prior to our signing on, probably a direct result of the failure of Holiday to align the positon properly. Let me explain. When we (RSL's) signed on our first day at work was in a meeting where the beginning of the dropping census had hit rock bottom. Fortress and Jack created this need for a meeting of "just RD, MD, and RSL's (keep in mind we're new) to have a come to jesus meeting on what we were going to do differently to come out of the slog...so to speak. After some time Jack returned to the room like a conquering hero and we agreed we'd do what we could to make it happen. everyone swore allegiance to working as a team and after 3 days we left without a game plan for 1) being effective in our jobs 2) not understanding who we work for 3) being told by the RD's to disregard any/all that Kai had to say since he had never been in the trenches and 3) any all instructions they gave us was the gospel. So, after all this effort, we leave with no game plan.the same as if my cheerleading squad never got together and practiced a cheer before the game. Each one of us had a different role based upon our RD so it was impossible to determine what we should be doing. Different RD's were annointed as being effectice (ronnie moye because he had a previous relationship with Jack, Allan E because he was new and the creator of this GSM/GM program we're stuck with, Mike B because he was leading the country in move ins weekly...did I miss the fact we could never understand why he was recognized for filling truly empty new buildings) when we quickly realized the true winners and leaders were the CMT's who did the heavy lifting. We all understand your job is the toughest job in the company and most of you are dedicated to your seniors and we know that. owever, it is also fair to say there are a few who needed to be weeded out and that has taken place as well. What the company fails to understand is neither you(CMT) me (RSL)
   TBC
   Reply to this
   1. 2/1/2010 11:44 AM dlcharles wrote:
           Good post, but please be careful. At no time would we want any commenter in hot water because of something posted here.
      Reply to this
      1. 2/2/2010 2:07 PM Anonymous wrote:
         DL,
         I will, but because I know you believe in our right to free speech I change just enoughhhhhhh of my post so it does not reflect upon me. Surely they are smart enough to know I would not really identify my real location or my real RD or anything else. The reality everything I say is seconded by all of the other RSL's. Thank you!
         Reply to this

1. 2/2/2010 11:12 PM Past Manager 5 wrote:
   As being a past manager with Holiday, both under the old and new companies, it hasn't changed as far as the expectations of the management teams. Our jobs were always to rent apartments, take care of the residents, train and lead the staff and to make a profit. There were several managers and co-managers that came along and thought they had a better idea than the Holiday Way and would try to be the Kings and Queens of their building. This made it very hard for new managers to come into a building and fix the problems. When you were hired as a co-manager, you should have been told about the pitfalls of the position, we were. It's not an easy job...thus the turn-over. You need to know that you will be cooking, cleaning apartments, turning apartments, serving in the dining room, washing dishes plus your normal duties of renting apartments, keeping the residents happy, leading the team and making a profit. I blame the turnover on poor hiring practices. It doesn't take a business degree to run a Holiday building or a marketing degree, it's all about being committed to doing your best for yourself, the residents, the staff and the company. Holiday under the Colsons wasn't much different, you still needed to meet all of the expectations. With regards to the salary, Holiday has always paid a fair salary to the management and staff. It's funny, people complain because they've lost their jobs with Holiday. In my five years with Holiday, I cannot find a single situation where someone was terminated without having had several chances to improve or that they did something that would have had them fired within any company. Working for Holiday is like working for any other company. You need to know the expectations before you start. Don't get me wrong, the company has changed but the goals are the same. I don't agree with everything that has been newly incorporated but it's not my company. When you work for any company, you are required to follow all their rules and meet the expectations set forth...just like any other job. My recommendation to any one looking to work for Holiday; do your homework, expect to work long hours, expect to wear several hats, expect to be pressured to preform, just like any other job. The Holiday Touch is not dead, it's being smothered by unhappy employees and managers. The Touch is inside you, it's not in The Holiday Guidelines. If you never found it or have lost it, it's time to move on.
   Reply to this
   1. 2/3/2010 3:38 PM HR Veteran wrote:
      Well, Well, Well Past Manager. It sounds as though you left holiday early on and have not kept up the current goings on. Otherwise you would have more compassion. And yes, I do know managers that were fired without warning. In fact, one manager who was not fired overheard the RD tell someone on the phone he wanted to replace all the managers with his people. Won't be long until there will not be live in managers and co-managers.
      Reply to this
      1. 2/5/2010 12:26 AM Past Manager 5 wrote:
         It's funny...we left in December of 2009 so we do have some insight. RD's that want to replace all their Managers??? There are no RD's out there that have that great of a relationship with so many of their managers. And I'm sure that they don't have friends that are couples that they would recommend for the position. They don't have "His People" but I will agree to your camouflaged remarks...the new company isn't as forgiving towards poor performance as the past Holiday Retirement was.
         
         As far as compassion towards the management teams; I feel that a good team can do great things but sometimes that's not enough. Good teams can fail. If Holiday choses to not have managers and co-managers so be it, it's their company. Don't fault the many, many, many managers, co-managers and staff that do provide the best service that they can to all the Residents. Don't fault the new company for wanting to make a profit. It's no different anywhere else with any company.
         
         This Blog seems to be a sounding board for several past and present unhappy Holiday employees. Our five years with the company were very rewarding to the both of us. We've built some life-lasting relationships. I will encourage anyone with positive remarks to continue to post on this site, you will overcome the negativity of dissatisfied past and present members of the Holiday staff.
         Reply to this
         1. 2/5/2010 10:06 AM Concerned wrote:
            We also found our 9 years with Holiday to be very rewarding and we also loved our residents. The new company no longer allowed us to manage. If you loved the new company so much why did you leave? Burn out and Fortress was our deciding factor. So far I cannot say I see anything positive about Fortress, but it takes all kinds.
            Reply to this

1. 1/31/2010 12:39 AM Anonymous wrote:
   Achmed,
   
   This is a reality. With the exception of the BLS's who joined the company as a CMT or RD's who were formerly CMT's...there is no one within the RSL, GSM, GM roles who would willingly do your job. Truthfully, you are our role models! We leave the communities amazed at your cheerfulness, graciousness and overall good attitude. Thank you for what you do! So, on to your questions,
   -Most of what we demand we don't check or inspect
   -We are unwilling to make DI calls and really don't expect you to make them. We simply have to roll a number up to the RD and whatever you put down he/she typically fails to believe
   -No poop or carpet cleaning.. we will manage emergencies
   -Probably could get up in the middle of the night..but not willingly. Have you ever had a RSL/RD to volunteer to stay in the community overnight when you've been shortstaffed so you could get a good nights' sleep? Nope, they're headed to the closest hotel they can find.
   Uhh...RD's don't serve or cook meals..they MIGHT pour a complimentary round of coffee and then they're off to handle the all important Bberry messages from one another
   -No dishes
   -Of course they'll cook them or one other person an egg or two, but make sure they clean up after themselves.
   
   It seems the veiwpoint from the corporate perspective is they feel you are limited from a housing perspective...regardless of the number of you who own houses in the immediate areas.
   I really believe you should begin to hold Holiday responsible for the "comp" time you accumulate over the course of an RD's tenure. My suggestion is the following
   -follow up with the RD in writing regardless of their request to "just talk to me you don't have to write me" admonitions. If it isn't written, it did not happen
   -if the RD or RSL isn't willing to read your follow up on what they have asked you to do then it probably isn't something they should be asking..learn to hold them accountable
   (I can honestly say my CMT's can recognize who I am right now because I have said these very things to them all the time.
   -It's a good idea to keep a log/diary each day you're on duty of any off the cuff / inappropriate remarks which have been made which you would like to hold them accountable for
   (across my region all CMT's are aware of the exact same standards. They do not deviate based upon a RD's favorite CMT who is exempted from the heavy lifting (DI calls)
   -The RSL's should be asking what they can do to assist you, not there to demand or request items from you. An example would be to offer to pour coffee and finish up a meal for you so you have an opportunity to go down and catch up on calls etc.
   Reply to this
2. 2/9/2010 2:27 PM Anonymous wrote:
   Achmed, the one item I forgot to point out is this. Like you, each RSL was promised many items which were never delivered. The single most important was the bonus for move ins. We each could earn a 5K bonus for being +5 at the end of the quarter for move ins and an additional 1250 (max) for certain performance on NOI. This was created by the Asian wonder (It is a myth that all Asian people are gifted in math) and here's how it worked.
   
   While we were not responsible and had no ability to influence or impact a move out....we were compensated on net move ins....oh yeah while the communities with salespeople were compensated on gross move ins
   
   And while we could not offer incentives or promos to keep a resident in the building nor could we keep a CMT from overdelivering in trying to keep a resident ...we were incented in NOI but no ability to control it.
   
   consequently, the average RSL (exception being the two or three who were on board before the majority of us was offered and on boarded in March of last year...made no bonus money last year. While you as a CMT as least is home every evening with your husband or wife, we are away from our families 4 nights a week for 50K ---which for 28 of us just exceeds the budget ole JC picked up for the year.
   
   Kai sold us bunch of crap and we can only suspect he was sick at the time he computed the sales plan or just did not care. We pick the latter.
   Reply to this
   1. 2/12/2010 12:44 AM Past Manager 5 wrote:
      Mr Charles, in my opinion(take it or leave it), you really need to monitor some of these responses, maybe mine included. There are way too many people posting on your site that have been both long-gone or should be gone. It's like a 5th grade class with the boys against the girls.
      
      I do respect what you have done with this site offering the forum for insight, maybe I'm over reacting but it's selfish for some individuals to try to maintain the snowball effect towards negativity. If they really cared about The Residents, they would be trying to unite their efforts to succeed during these troubled times. You really need to ask yourselves that question; do we really care about The Residents? Look in the mirror and ask yourselves again...what's your answer? Quit using the excuse that I didn't get this or I didn't get that; they want me to to what??? It isn't my job. Just remember, It's not just ruff with Holiday/Fortress, it's tough all over but it's getting better, in my opinion!!!
      
      It's a simple rule of life, if you don't enjoy something, don't do it. It seems like there's a lot of motivation towards money. There's nothing wrong with making money but where's "The Touch"??? You won't get rich working for Holiday. Their bonus has always been fair and corrected as needed. Don't perform...no bonus. We've received all of our bonuses that we earned. Several were more than we had expected. Everyone is blaming someone else for for their own failures.
      
      I do enjoy reading the trials and tribulations of all the managers and co-managers. Been there, done that...I can respect their efforts in a job well done. Best of all, I enjoy several comments from so-called RSL's...saves me the $50.00 to go to The Comedy Club!!!
      Reply to this
      1. 2/12/2010 6:38 PM Concerned wrote:
         Your responses really make me wonder. They do not have the sound of a past manager. I agree that a few probably was not "a fit" with Holiday but by and large most have a valid point. The TOUCH has mostly gone and it has been caused by the boys in Salem. I don't see how you can defend it.
         Reply to this
      2. 2/12/2010 6:40 PM dlcharles wrote:
              With all due respect, Past Manager 5, how would you suggest I go about monitoring?
              Before reading on understand that I may go back and edit or even remove this comment.  I'll see how it reads.
              Most of the people who post here are more intelligent than I am and have a lot more Holiday experience than my wife and I had.  I have a clear set of 'don't dos' in place.  The opinions of those posting are normally based upon their own experiences with, and by time spent in, the trenches.  Many were/are Colson era and many were/are Colson Fortress.
              I am not tossing out your suggestion, but I am concerned that if I monitored it would detract from the freedom to express in their own words.  I will state once again that I cannot, and do not, find the 'negativity' a few presuppose exists.  As mentioned earlier the Passion kept many working when common sense said to walk away.
              I have been running your post through my mind since yesterday, trying to determine a best case workable scenario.  Please understand my wife and I have been gone from Holiday just over a year now so we are two of those 'long-gone'.  We left on our terms, making it basically our decision to leave.  We were not fired or run off.  We merely felt the promises made to us by the District Manager and Director of Human Resources should be upheld.  When they allowed a Regional to override that promise (maybe they were not aware) we resigned (Letter to Callison).  Holiday gave us an extra two weeks pay, accrued days off, and our bonuses.
              The point of the above paragraph is even though we are a year gone the passion is still there - and it most likely always will be.  It is there because of a Concept we took into our hearts and our lives.  The mistreatment of the residents which we personally observed, the corporate indifference to staff and residents which we dealt with on a daily basis, and the rapid disintegration of the corporate structure, all are things both of us must consider when we look ahead to our own futures involving a possible retirement in a community of some company.  Throughout this blog I have attempted to maintain a professional stance insofar as to the understandable desire (at times) for people to vent as well as to build.  When a couple believes in a concept so strongly that they are willing to forego an already established lifestyle of business, family, and friends in order to be a part of something which they feel an affinity for, and that affinity is made a mockery of, it causes a passion.
              I may not be making a bit of sense with the way I am explaining this, but logic and emotion sometimes collide.  To phrase it quite bluntly - the residents and staff (in my opinion) are being repeatedly raped by a capricious corporation concerned only about the dollar and not even remotely interested in the humane aspects which built the company to start with.  In many ways my wife and I still feel betrayed by those we trusted.
             Monitor others who feel as strongly as we do in many ways, albeit different perhaps - it would be wrong.  If I owned or ran a company like this I can guarantee you the words spoken by so many would not fall on deaf ears.  The pity part to me is that it takes something like this blog to give people a chance to voice.  Common sense would dictate the company itself should have made the option viable in the first place.
              I apologize for getting wordy - I'm a writer, remember, motor-mouth fingers!  Here's a thought  - would I have created the blog if Jack R. Callison Jr. had taken a minute or two to offer some kind of response to my letter to him?  I think I would have.  Sadly, the letter turned out accurately prophetic!  You might be right about monitoring, I don't know.  It would have been nice to have something like this when we first applied to Holiday for employment.  Although it probably wouldn't have kept us from the job it could have allowed us to enter the situation with a lot more information than the company hype gave us.
         Reply to this
         1. 2/12/2010 11:06 PM cowgirl wrote:
            The blog serves as a safe forum to express feelings, and relate experiences. Not all feelings are warm and fuzzy, and not all experiences are good.
            When you're exhausted from always going the extra mile, and you feel that no good deed goes unpunished, it can feel very lonely. Knowing that one is not alone can be comforting. Thank you so much for providing this forum so we all know "it's not just me"!
            In addition,it is encouraging for me to know there are so many other folks out there who love their fellow human beings. It makes life better.
            Unless a bunch of posts get way out of line, please don't change anything.
            So far, so good.
            Reply to this
         2. 2/14/2010 12:08 AM Past Manager 5 wrote:
            Monitoring everyone was my wrong choice of words and I stand corrected. I fully agree that having a forum to voice an opinion is very important and shouldn't be monitored. I believe in our Freedom of Speech and our right to express it but I do also believe that our Freedom of Speech dictates to all the responsibility to tell the truth. So, with this said, please do not edit any of my postings. If you feel a need to alter my words, just delete them. Your editing invokes your words upon mine thus removing my Freedom of Speech.
            
            We all have a place in our hearts for The Residents but to say that The Residents were mis-treated, I can only agree to this if a building had abusive managers to allow abusive staff members to treat The Residents this way. This certainly wasn't the norm. I know that it was hard for several managers in other regions but overall it was good. There are so many staff members, co-managers and managers making a good living by doing a good job with Holiday and there are so many residents that enjoy living in a Holiday building and for you to say that they are being raped by the capricious corporate concerns...that's unfair, make me think that you enjoy all of the negativity.
            
            If you choose to delete my postings, so be it but just because you feel that you were snubbed by the head of Holiday because you had all the answers doesn't make it right to breed contempt. You've created such a great tool here and should be used not to antagonize but to encourage. If you read this Blog before coming to Holiday it would have been the same weather you read it ten years ago or today. It's a HARD JOB.
            Reply to this
            1. 2/14/2010 10:59 AM dlcharles wrote:
                    Well said - good post.  When I said "edit or remove" I was referring to my comment reply to you, not your comment.
                    The residents were, and are, mistreated as stated.  I never said it was the norm - but it is condoned, allowed, and even covered up.  I never felt 'snubbed' by Callison.  I said it was rude for no response to be made.  I don't think I raised a blip on his screen at that time.  And I will hold to the statement of a capricious company.  Why is it unfair when it is what I find by personal experience, by research, and by commenters?
                    Delete?  It would take a lot for me to delete a post because of a personal slant.  The 'don'ts' are standard disclaimers.  I do not edit without author request. 
                    All the answers?  Wouldn't that be nice?  Hell, I don't even know all the questions.  Antagonize - at times, I'm sure.  And a hard job? - all jobs are hard.  There are no perfect jobs.
                    It would be so nice if there was nothing non-positive to be concerned about and the blog was filled with the fervor of Hail Holiday.  But it isn't the case and no, I do not enjoy the negativity you refer to.
                    I would be interested in your opinion of Job Vent at  http://www.jobvent.com/companyRSS.php?CompanyID=8995  
               or Glass Door at  http://www.glassdoor.com/Reviews/Holiday-Retirement-Reviews-E7691.htm  . 
                    I have not posted on either and doubt if I will. 
               Reply to this

1. 1/30/2010 11:59 PM Anonymous wrote:
   Guess who has been helping Fortress as a Legal Advisor ?
   
   JOHN EDWARDS
   
   
   He is Mr. immoral...Mr liar...Mr. two faced...Mr. cheat on your cancer riden wife...Mr.deceiver...Mr. cheat...Mr. con artist...Mr. phony...Mr. fake...Mr. false.
   Reply to this
   1. 1/31/2010 10:45 AM dlcharles wrote:
           True - but he WAS a Presidential candidate (and probably will be again).  After all, he held the proper credentials to be "qualified" to run.  And he does own a few million dollars of Fortress stock.
      Reply to this

1. 1/31/2010 11:36 AM dlcharles wrote:
        Yes - please do so.  The initials are even puzzling me as they change so rapidly.
        On a sidenote:  Pericles, you amaze me!  I recall you earlier stating your age and only hope if I live to be that age I can be as mentally sharp as you are.
        Sources inform me that 'meetings' have been held trying to figure out how to cope with the blog and deal with the fallout you guys are causing.  Good work!  Keep it going.
   Reply to this
2. 1/31/2010 12:13 PM Anonymous wrote:
   IT - is for Information Technology
   
   DI - is for Direct Inquiry...the information which is gathered whenever a call comes in from someone who may be interested in the community
   
   RD - Regional Director
   
   RSL - Regional Sales Leader
   
   BSL - Blue Light Special in honor of our KMART influence...a large number of our management (upper) team came from that company
   
   DOS Director of Sales
   
   CMT - Community Management Team (the husband/wife pairing)
   Reply to this
3. 1/31/2010 12:35 PM Anonymous wrote:
   Glossary of acronyms:
   
   IT: Information Technology - manage all proprietary company electronic data systems and applications (company email, intranet portal, lotus notes, Kronos payroll system, etc.)
   
   DI: Direct Inquiry - designation given to anyone that inquires about a community. Their contact information and personal data are recorded and managed in the computerized tracking system known as "YOU'VE GOT LEADS" (YGL).
   
   RD: Regional Director - oversees anywhere from 9-13 communities in a specific geographical region, reporting to a Managing Director (MD) that has responsibility for approximately 10-12 RDs.
   
   RSL: Regional Sales Leader - Reporting to the RD, is responsible for sales training and support of CMT (see below) to improve the census of their communities.
   
   CMT: Community Management Team - The managers and executive chef directly responsible for all functions in a specific community (resident relations, operations, maintenance, housekeeping, food service, marketing and sales.)
   
   I'm not really sure what DOS refers to. Anybody want to give that one a try?
   Reply to this
   1. 1/31/2010 6:28 PM canwest wrote:
      in IT terms DOS means-denial of service
      -a form of hacking computer systems
      or it could be fig`s new slogan for residents-DENIAL OF SERVICE-
      Reply to this

1. 1/31/2010 11:24 AM Anonymous wrote:
   It is true. There is a community in the Northeast that had the management team all quit on the same day. They now have one couple holding down the fort 24/7 with the RD's "promise" of help on the way. Keep them in your prayers - they'll need it!
   Reply to this
   1. 1/31/2010 12:52 PM FreddieMac wrote:
      I wouldn't put much faith in the RD's "promise" of help on the way. The RD should be providing that help themselves. Few (if any) would be able to handle an on-site position. Much credit to those in the manager / co-manager roles, you certainly deserve the credit and prayers.
      Reply to this
   2. 1/31/2010 11:03 PM Newcomer wrote:
      Does anyone know the name of the community in the Northeast where the management team quit?
      Reply to this
      1. 2/1/2010 8:47 PM Unknown wrote:
         It could only one of thee CT buildings that had two sets of cos: Village gate, Windham Falls or the Gables.
         Reply to this
   3. 2/1/2010 11:58 PM weary-one wrote:
      hahaha Our managers quit a month after we started and we went 6 months of verrrry long stretches with barely time off. I'm worn out and working on my exit. When the RD says help is on the way, just think of Custer and little big horn. I saw a posting on here previously about co's that gave a 2 week notice and the managers took 10 days vacation ... can you blame them? They knew what was coming! Weeks if not months of 24/7 with barely a break.
      Reply to this
2. 2/2/2010 9:52 PM beachlover wrote:
   Yes I can say it is true. I was there and saw for myself...went to say goodbye to one of the couples.
   Reply to this

1. 1/31/2010 8:51 PM NotMyRealName wrote:
   Please remember that, from FIG's perspective, Holiday's customers are not the residents but FIG's stockholders.
   Reply to this

1. 1/31/2010 7:54 PM JerryF wrote:
   The concept worked beautifully at HRC pre- FIG, and it works now at other companies, in fact it worked so well at RLC that we had a record breaking year in occupancy growth.
   Reply to this

1. 2/1/2010 4:48 PM Anonymous wrote:
   The GSM (General Sales Manager) positions were never introduced as a pilot program, but rather as a definite initiative to get a marketing person for every 2-4 communities. However, the GM (General Manager) position was introduced as a pilot program to replace vacancies created by CMTs leaving the company. To my knowledge, GMs were already in place in certain parts of the country (CA, TX, etc.), and although the pilot program throughout the rest of the country has yet to get off the ground, I expect it will very soon.
   Reply to this
2. 2/1/2010 4:57 PM dlcharles wrote:
        Please note I removed your name. You can email me at thefreebornman@yahoo.com with a 'generic name' which I will add to your post.  If you want your real name used then also let me know.  Since Jaime first related being fired, purportedly because of her comment on a Facebook page, I am extra diligent.  Remember Jaime claimed Holiday as her employer on Facebook, thereby allegedly representing the company in whatever she wrote.  HRC does read - and I do protect.  Thank you for the comment.
   Reply to this

1. 2/1/2010 6:52 PM dlcharles wrote:
        My wife and I had to literally laugh out loud here!  Interesting take.
        According to the (defunct?) Holiday Facebook site over 800 Facebook members clicked on the ad.  What isn't said is how many moves, if any, resulted in what number of $100 donations.
   Reply to this

1. 2/2/2010 9:10 AM touchless wrote:
   How true, how true!!!! My wife and I made the same judgment when we saw Mark, Rick, Sheryl and others that represented our cornerstones, leave the company. It obviously was a sign of problems with the oncoming game plan and they did not want to be part of it. They represented the smoke indicators of the volcanic eruption that was soon to follow. What a personnel opportunity a large investor would have knowing the talent, and experience available on a national basis. WOW!!!!!
   Reply to this

1. 2/3/2010 12:05 AM cowgirl wrote:
   It is called a community fee, it is non refundable after three months. Before three months it is prorated, if the resident moves out. It is equivalent to one month's rent.
   Reply to this

1. 2/2/2010 10:52 PM Anonymous wrote:
   ok..so guns are allowed. Wow...wonder if he was a member of Gilbert Arenas team? I mean, we don't allow residents to drink in the communities but we do encourage them to have guns. While this is not to disparge anyone, but if I am ever fortunate to reach the senior staus there is the possiblity (and it happens to many) I would begin to lose some of my better judgement and sense(although my husband thinks it's already happened) and could do the same. Well, here is a quick way for Holiday to belly up! Can you imagine the liablity on this issue if anyone had been injured?
   
   Hope the poor gentleman is immediately taken to a community where he can get the attention and oversight he needs.
   Reply to this

1. 2/3/2010 9:25 AM NotMyRealName wrote:
   This article shows me the Holiday Touch is still quite alive in some sectors and I agree entirely with Past Manager 5's comments:
   http://blog.dlcharles.com/2010/01/07/part-2-of-beneath-the-veil-of-holiday-retirement-corpfortress.aspx#comment-2782919
   I can't help but think some of the horror stories posted heretofore are from people who probably were not right under the Colsons or FIG.
   We were told right up front, "It's the toughest job you'll ever love."
   Reply to this

1. 2/3/2010 8:20 PM HR Veteran wrote:
   You get paid for 40 hours regardless of the number of hours you work and it does not matter if it is a holiday.
   Reply to this
   1. 2/3/2010 10:06 PM canwest wrote:
      well that changed?.as a chef and if i worked a stat i would get an extra 8 hours of holiday pay
      Reply to this
   2. 2/4/2010 12:15 PM Tora Tora Tora wrote:
      I understand the 40 hrs, but they tell us we are getting the holiday but, where is the pay they show it but don,t give it/ you still get your regular pay, but all other employees get the money, SHOW ME THE MONEY, CAN SOMEONE explain this to all of us. very confuse. thanks!!!
      Reply to this
      1. 2/4/2010 12:43 PM Anonymous wrote:
         Holiday Retirement does not compensate it's salaried employees holidays with pay, but with compensatory time-off (that's a laugh) where you work 4-days in a week that holiday falls in. For the purposes of payroll records, 40-hours is shown, even though the minimum required work hours for a manager is 48-hours (another good laugh.) This is all perfectly legal as defined by the U.S. Department of Labor. For more information on these federal statutes, visit the following 2 websites:
         http://www.dol.gov/whd/regs/compliance/hrg.htm
         http://www.dol.gov/whd/regs/compliance/fairpay/fs17a_overview.pdf
         Reply to this
      2. 2/4/2010 12:56 PM HR VETERAN wrote:
         Okay, Managers and Co-managers are on salary as well as the Chef. Housekeeping, cooks etc. are hourly which is why they get over-time and holiday pay. When Congress passed the overtime law a few years back Holiday increased managers pay to avoid paying overtime. A year later co-managers were made salaried employees. Can't remember when the Chef went from hourly to salaried (before or after the managers. If you have a holiday the pay stub will show 32 Reg. hours and 8 holiday. The bottom line is Managers and Co-managers do not get holidays. This was all done before Fortress, so it is one thing we cannot blame them for.
         
         Hope this helps. I recall when our Chef was put on salary he was very upset after the first holiday when it showed 8 hours holiday on the day he worked. If nothing else Congress gave us pay increase.
         Reply to this

1. 2/4/2010 8:55 PM Achmed wrote:
   Please explain what you mean that is needed?
   Reply to this
   1. 2/5/2010 2:28 PM Concerned wrote:
      Someone on the inside that tells us what is going on in Salem.
      Reply to this
      1. 2/6/2010 6:42 PM IKnowtoomuch wrote:
         All I can say is that the people in Home Office are not being told the truth. They hear about growth and rising NOI. what does that tell you? Only the VP level and higher really know, all other information is very guarded - like the actual census numbers!!
         Reply to this

1. 2/4/2010 8:26 PM Concerned wrote:
   OK. Point me in the right direction.
   Reply to this

1. 2/4/2010 10:54 PM namewitheld wrote:
   I wish this was entirely true and maybe it is in some communities. I was told I was spending too much time with the residents and could be doing something else in that same amount of time every day. So I guess the message is this, do whatever it takes, spend whatever time you need or want to get a new move in but then throw them off to the side, stop spending time with them and go do your marketing!!!!!! Reel in another or find another job!!! Our residents love us for a reason and frankly they are the only reason we are still here. If Holidays "brass" spend time reading this, why in hell are we still in a downward spiral? BTW, my residents are passing this blog around the community. Thank GOD that anyone with access to a computer can type "Holiday Retirement" into Google and get this information!!! Next weeks newsletter will probably demand we take the computers out of our community next!!!
   Reply to this

1. 2/5/2010 12:13 PM Anonymous wrote:
   The last annual meeting in Salem for CMTs was in May 2007. District meetings where all Community Managers were flown-in for a week were held in the summer of 2008 (which was also the last time a "Manager of the Year" was awarded.) Since there is no longer any forum for CMTs to receive continuing training & development, let alone share ideas and concerns, I would dare say that most of the remaining managers are on this blog. Truly sad.
   Reply to this

1. 2/5/2010 4:50 PM touchless wrote:
   Let me say first, sorry for the duplication of submission above. Elizabeth, we sympathize with you, but if you read the majority of this blog, you will see this is their process for handling people No notice no nothing. The only coarse of action would be to hire you an attorney to represent you in this action. There are sooo many people treated in the same manner.
   Reply to this
2. 2/5/2010 8:40 PM namewitheld wrote:
   I'm really sorry Elizabeth for your plight. Many of us are just a 72 hour notice away from posting our name on this blog with a similar story. We currently have several employees being bullied by our manager . While we are still here, we are documenting everything that is said, done or intimated including our so called infractions of policy. As I have said before and I know most of you have already done, we love our residents and take care of them first. If we get fired because this is our crime?? God help us all! It's what we hired on for in the first place.
   Reply to this
3. 2/5/2010 11:22 PM everydayisaholiday wrote:
   I know exactly how you feel. We were told that we were being let go and not to have anything to do with the residents or staff. We were to hand our keys over to the RD at that moment. There were programs that were supposed to happen that weekend, projects in the planning stages, items purchased for upcoming events -- but we were not allowed to communicate with anyone about anything! We called the higher up manager -- I don't remember what they call the one that is over a bunch of the RDs -- but could only get his voice mail. We left messages, but he never did contact us. The funny thing is -- just a few days before the RD told us we were being let go, the higher up one told us what a great job we were doing and how he wished he had a dozen more manager couples like us. Hmmmm? That's interesting.
   Reply to this
   1. 2/6/2010 12:43 PM Elizabeth Meyer wrote:
      Our stories are so alike it's almost sounds like Holiday's cookie cutter approach to management....welcome co's through the front door and kick managers out the back as fast as possible. I have an appointment with Byron S. and Heather B. next week. Will keep you posted. Yep, I'm going to Salem!!
      Reply to this
      1. 2/6/2010 6:03 PM dlcharles wrote:
              Elizabeth:  I admire your attitude!  We'll be riding along with you in our thoughts.  Good luck - and keep us posted.  "You gots cojones, lady!"  I believe they have lit an ember with you - and a burning ember can turn into one big bonfire!
         Reply to this

1. 2/5/2010 9:10 PM NotMyRealName wrote:
   Diversity has never been an issue to my knowledge. We knew managers of all stripes including an Indian manager couple [from India] and another couple where the wife was a full-blood native-American. Couples - married or not but always one of each gender - are the norm, simply to better accommodate any gender-specific needs that might arise in the course of responding to late night e-calls etc.
   Modesty and a certain "gracious living" decorum should prevail, even in emergencies.
   Reply to this
   1. 2/6/2010 1:19 PM withheld wrote:
      Diversity at HRC is a joke. Does anyone in Salem know what month this is? I feel sorry for all the people who don't look like everyone else at HRC. There are a few but not too many. Does anyone know what happened to Sam Green? I read somewhere he was next to leave.
      Reply to this
      1. 2/6/2010 1:42 PM Concerned wrote:
         I was told he is an RD in NC. Maybe someone can confirm.
         Reply to this
         1. 2/15/2010 11:15 PM missingtheolddays wrote:
            Sam was demoted from MD to RD just recently (last 2 weeks or so). He took over Joe W.'s region, after they let Joe go (huge loss, I believe he was the last remaining RD who had been a community manager).
            To my knowledge the only same-sex manager couple was let go a few months ago. There are very few minority managers of any color. I believe racism is prevalent and allowed by community managers also. Many managers may remember the photos taken of residents and staff that were taken for a marketing campaign to be used in ads, billboards, etc. Managers were actually allowed to specify that the pictures of residents and staff of color not be used in the marketing campaigns for their buildings. Trust me, this is not speculation, this is my first hand knowledge. Unbelievable.
            Reply to this
2. 2/9/2010 2:32 PM Anonymous wrote:
   Diversity...non existent in the company. Few if any black people in the company and no one is concerned about it. No one of my knowledge with a same sex relationship and little to no diversity of CMT's across the country ==unless it is a bi racial relationship. A token latino, pacific islander and with the exception of one community in Florida very few Jewish people who express their heritage. This issue is not on their radar
   Reply to this

1. 2/6/2010 6:42 AM Anonymous wrote:
   A GSM just started working a few weeks ago doing outside marketing for 2 communities in our region. Although not working for our community, he did visit us just to get acquainted and introduce himself. As I understand it, the GSM does not report to the RD, but to someone in Salem. They are not to duplicate the outside marketing efforts of the communities they serve, but rather compliment them to generate new leads. The GSMs will have very specific goals, which if not met, would be the cause for their termination. However, if they are successful over a predetermined time period, a GSM would go on to presumably be promoted to a GM of a community. The last we have heard, the entire GM concept is up in the air right now with an unclear future - pretty much like everybody's future at Holiday.
   Reply to this
   1. 2/6/2010 12:41 PM Concerned wrote:
      Are they going outside current managers to find GSMs? Could it be they want new people? Has anyone currently employed been asked to apply for a GSM position?
      Reply to this
      1. 2/6/2010 6:25 PM Anonymous wrote:
         Yes, they are only going outside as there are no internal postings for the GM positions. The GM job postings on the internet job sites state a preference for experience in the hospitality industry. The GM I met last worked for a hotel chain.
         Reply to this
         1. 2/6/2010 9:29 PM Concerned wrote:
            I hope current managers and co-managers are paying attenion. It is only a matter of time.
            Reply to this

1. 2/6/2010 6:16 PM everydayisaholiday wrote:
   ,,,If you don't believe they are, it is up to the managers to see that the clients are getting the help they need to remain tenants or refer them to a higher level of care. Forget about the census, it is a dignity issue and morally the right step to take. In the event of a fire, could all of your tenants safely get out?,,,
   
   We were told by our RD that it is NOT our responsibility to determine who can and cannot live in the community. When we had dementia residents sitting in the foyer and wetting themselves along with all of the furniture -- we were told by the RD to deal with it.
   
   When a resident would bleed all over the apartment and the common areas -- we were told by the RD to clean it up and not tell anyone about the bloody mess.
   
   If it sounds as if a resident will be moving out the RD is going to be on the managers' case about who opened their mouth!
   
   I agree with you that not everyone should be living in the supposed independent living, but that is NOT the way they have us work.
   Reply to this

1. 2/7/2010 11:00 AM NotMyRealName wrote:
   D'ya think perhaps they're reading this blog?
   Reply to this
2. 2/7/2010 11:10 AM Concerned wrote:
   They are reinventing the wheel trying to make a name for themselves. Most of us could tell them what they needed to do, but that would require admiring they were wrong. I'm sure they still explain that the economy is to blame.
   Reply to this
   1. 2/7/2010 1:02 PM NotMyRealName wrote:
      To be honest, the economy did have a great deal to do with it. However, FIG cannot be held blameless, having been more than a minor player in the creation of repackaged sub-prime mortgage-backed debt instruments.
      kind of makes one wonder how much of that 6 - 7 billion dollar purchase of Holiday, back in '07, may have been made using those very instruments. Remember, the deal was done BEFORE they went public.
      
      Reply to this
3. 2/13/2010 11:45 AM CAgirl wrote:
   Training for a GM is now two weeks and I heard 7 have been hired for our region already. A residents Granddaughter in my region got one of the positions. I also heard managers not co-managers would be getting pink slips on April first. Does anyone else have any information?
   Reply to this
   1. 2/13/2010 5:51 PM Newcomer wrote:
      Hi CA girl...where did you get your info? Is it all managers or your region? There are a lot of stories flying around. Thanks...
      Reply to this
      1. 2/13/2010 9:31 PM CA girl wrote:
         My info came from another manager. In this blog I have read the General Managers will be in place sooner than managers were lead to believe. I'm not sure if the April first date is accurate or if it's just my region. I would like more info myself.
         The company seems to be shooting from the hip and a lot of decisions do not make much sense. We were told not to replace carpet etc. but every Spring the mortgage lenders come in and look at apartments of their choice. Who knows...
         Reply to this
         1. 2/14/2010 11:54 AM Anonymous wrote:
            Are you sure you are not confusing the General Sales Managers with the General Managers? The GSM training in Salem is 2 weeks, but the GM training is a lot longer than that. In the last few weeks, we have had 3 new GSMs hired in our region to assist in marketing, but no sign of any GMs to actually manage a community. We have been told to expect GMs in our region around April 1st. In the meantime, heavy recruiting for new Co-Manager couples continues in our region.
            Reply to this
            1. 2/14/2010 11:03 PM CA girl wrote:
               http://holidaytouch.jobinfo.com/public/description.lasso?adid=21295
               
               Note: this job description says the General manager will have responsibility over all departments and P & L. W
               
               With 2 weeks training
               
               More About Your Role
               This new role starts off with two weeks of formalized classroom training which will acclimate you to the Holiday culture, the senior housing industry, and our localized grassroots approach to sales and marketing. This time period is designed to equip you with the background and skills to be successful in our industry right out of the gate.
               
               You will transition -- fully prepared -- into the role of General Manager at one of our Holiday communities. Your GM responsibilities can be divided into matters for the "head" (P&L management) and matters of the "heart" (resident relations). That is, your most important task as GM is compassionate leadership, ensuring that your approximately 100 residents are surrounded by an environment that treats them with dignity and respect, and cherishing your role as ambassador for The Holiday Touch. Sometimes, this might be as simple as spending extra time getting to know a new resident who appears lonely, and other times it might be spearheading a new community-wide extravaganza to energize the residents.
               
               On the other hand, you will have P&L management responsibility, which encompasses both operational management and sales leadership. You will continue driving total revenue growth through effective community relations, special events, direct-inquiry calls, tours, and the like, and keep an eye on the competition. You will also manage the various departments including maintenance, food service, safety, and housekeeping.
               Reply to this
               1. 2/15/2010 1:56 AM Anonymous wrote:
                  My apologies - I stand corrected, but this blows my mind. It is amazing how Holiday's Training Department believes a newly hired General Manager can learn everything in a classroom for 2 weeks that a Co-Manager is required to learn in a 5-10 week period at a Regional Training Community and an additional 6-12 months on the job before being promoted to Community Manager. Do they think that managing a community is so simple, a caveman can do it? The only difference between the Titanic and this ill-conceived plan is that the Titanic had a band!
                  Reply to this
                  1. 2/15/2010 2:46 PM CA girl wrote:
                     Can you imagine what will happen when a General Manager has to deal with the death of a resident in an apartment or watching someone die while waiting for a ambulance. No training will prepare you for that. But it is a part of life in our buildings. I really do not think the General Managers know what they are in for.
                     Reply to this
                     1. 2/15/2010 3:34 PM Concerned wrote:
                        Could it be that something has happened that would cause them to speed up the process. Also, being Northen California it could be easily monitored by Salem and providing assistance as necessary. I cannot help but wonder if we are not going to see changes coming quickly. Anonymous, your past comments have been pretty much right on. What do you make of this? As CAgirl has suggested this is pretty much an impossible task after two weeks.
                        Reply to this
                        1. 2/15/2010 4:41 PM Anonymous wrote:
                           This is just my opinion, but here is how I see upper management's perspective on this entire matter:
                           Vacancies are being created by a combination of management couples that quit because they do not want to deal with the new way of doing business, and by RDs that believe certain couples with specific performance issues need to be fired. Holiday Retirement cannot hire new Co-Manager couples fast enough to keep these positions filled company-wide. I don't think the new General Manager position was created to replace management couples wholesale (there is a lot to be said for the branding of "Resident Managers.") However, this is a quicker fix to keep the communities staffed at the management level, as well as a "pool" of candidates to promote from as they continue to lose RDs. Let's face it - it is easier to hire 1 qualified person than it is to hire 2 qualified people that want to work with each other 24/7 and live in a cramped 1-bedroom apartment. That being said, I do believe upper management would rather see the communities continue to be staffed by qualified management couples (which is why you see so many internet job postings for Co-Manager Couples), and use the General Managers in those parts of the country (like the Republic of California) where it is next to impossible to find qualified management couples. At the end of the day, the success of the General Manager concept will be measured by their own attrition rates, which is my contention that they, too, will run for the hills when they realize just what they have gotten themselves into.
                           
                           I may be wrong, I may be right - time will tell, won't it?
                           Reply to this
                           1. 2/15/2010 5:25 PM Concerned wrote:
                              Thank you Anonymous. As usual you expressed yourself very well. The thing I wonder about from your reply, is my very strong feeling that there is a movement to get rid of the more experienced managers. My wife and I left on our on terms so we were not fired, but I personally know of three very good manager couples and the best RD that we ever had that was fired without notice. My wife keeps telling me to let it go, but I am concerned about our replacements that we trained and the residents. We still have contact with some of our residents, but I have not and probably never will tell them about this blog. I guess we still feel the need to protect them.
                              I apologize. I guess I got carried away.
                              Reply to this
                              1. 2/15/2010 6:11 PM Anonymous wrote:
                                 Although my spouse and I are still at Holiday Retirement, I now exactly how you feel and share the concerns you have about the staff and residents you left behind that you invested so much into. I know I will have the same sentiments after I leave someday.
                                 
                                 But, regardless of our feelings, upper management will remove any managers they believe have performance issues, no matter how experienced they are or how well we think they are doing their job. Again, I do not believe there is a plan to get rid of all of the managers, since this type of wholesale exchange would eliminate the branding of resident managers and would truly amount to corporate suicide. As I said before, this is just my opinion. For the sake of all involved, let's pray I am right.
                                 Reply to this
                                 1. 2/15/2010 9:17 PM New Comer wrote:
                                    I agree with you about managers with performance issues. My husband and I have been with Holiday over 6 yrs. now and have never been written up. We have had a lot of move outs and we feel very lucky we have replaced them. However we were written up for our census with a statement that if it doesn't improve we will be terminated.
                                    I feel our days are numbered. We have several friends that were let go for reasons that don't make sense. Go figure. We know other managers who are struggling worse than we are, but never written up. What do you do when you are in your early sixties?
                                    Reply to this
                                    1. 2/15/2010 10:12 PM Anonymous wrote:
                                       We have seen many managers terminated for reasons that don't make sense to us, too. But, the only reasons that seem to count are those of the ones making the decisions. It is very difficult to keep a good attitude towards your job when you feel your days are numbered. Good grief!
                                       Reply to this
                  2. 2/15/2010 8:38 PM Oscar wrote:
                     5 -10 week training???? Wow we went from co-managers to Manager in 4 months No training. No Grassroots books given to us. I found some former manager's in a closet and found out we were supposed to be learning that approx. 7 days give or take prior to our promotion.
                     Reply to this

1. 2/7/2010 6:36 PM everydayisaholiday wrote:
   Our RD -- with maybe two weeks under his belt -- visited our community and came right out and told us that he should probably put a younger couple in our place since we seemed to be running on empty. Never mind the fact that we had been working without co's for two months and had nightly e-calls, tornado warnings, plumbing problems erupt during the night along with the rest of the usual stuff! He didn't think we gave off enough positive, energy vibes!!! About one week later we were replaced with a long drawn out story why we were no good as managers.
   
   A warning to everyone -- even though you are told one week that you are great and given a bonus for NOI, a week later you can be told to get lost!
   
   Not at all the company that we thought we were signing up with a few years ago. And when you asked for an RD or RSL to demonstrate how to do a DI call -- well!!!!!! Both of them responded, "Are you challenging me?" Never did see how those calls were supposed to be made so that for every 100 calls you will get at least 10 tours and from that at least one move in. If it were that simple don't you think all of the buildings would be at close to 100%?
   Reply to this
   1. 2/7/2010 7:23 PM Lady Gaga wrote:
      Are you still in your building or did he/she indeed replace you with a younger couple?
      If you are still there, make sure you record everything he/she is telling you when he/she is visiting you.
      Make sure you ask him/her to put all his/her complaints in writing to you. It will be crucial for attorneys to hear the exact verbage from these new RD's because they violate the labor law rules big time with age discrimination and many other violations.
      
      I used to use a small pencil type recorder a long time ago.
      These days you can buy them cheaply.
      I also had a regular type recorder and advised the RD that the conversation was recorded to enable me to clearly understand his/her's demands.
      
      If they refuse to talk, because you are recording the conversation, than they have nothing to complain about.
      
      From this point forward, all current manager teams and co-manager teams must record every single conversation or write everything down. When the RD or GSM is telling you something you write it down and dare to ask them to read it and if agreed what was said, have them sign it. They refuse to sign it, you contact an attorney because now the RD is harassing you.
      AGAIN: Against the labor law.
      Do not allow the RD to talk to your spouse alone..EVER !!!!!!
      
      YOU ALL NEED TO READ THE LABOR LAW CODE of CONDUCT. You will be amazed what is against the law these days.
      Reply to this
2. 2/8/2010 11:10 AM touchless wrote:
   Profound comments a substance I hope people are listening to. The quality of the information you gave lends me to believe you are who I wish you be. OH, how we need to take these negatives and turn them into positives. Where are you? As I have said in the past, this is a David and Goliath story. David needs some stones in order to win the battle on a positive note. We definately need a collective action rather than talk in order to move forward.
   Reply to this
   1. 2/8/2010 12:13 PM Anonymous wrote:
      Although I agree that a collective action against Holiday Retirement might bring justice to those that have been wronged (associates and residents), I do not believe it will change the fabric of their new culture. You cannot teach or train the "touch" (caring, compassion, thoughtfulness, the golden rule, etc.) - either you've got it or you don't. I am afraid that until the root cause of the problem is elimnated, true change will not happen. To paraphrase Momma Gump, "Ugly is as ugly does!"
      Reply to this

1. 2/8/2010 11:59 AM Anonymous wrote:
   I am so glad you captured your health before it got away from you for good. To all who are still with Holiday you MUST hold them accountable for the hours you are working. One comment....do the residents know they are being "provided 3 nutritious meals a day" on a price of $3 bucks and some change daily? Garbage in, Garbage out
   Reply to this
   1. 2/9/2010 12:06 AM No name wrote:
      Do you know how much your upscale restaurants pay for a meal that they charge you about $10.00 to $15.00. Check that out before you make a statement like that.
      Reply to this
      1. 2/9/2010 1:11 AM Concerned wrote:
         Don't keep us in suspense. Tell us. We have a little over $1.00 a meal in the budget.
         Reply to this
         1. 2/9/2010 7:04 AM Anonymous wrote:
            Is the cost of a little over $1.00 per meal at retail supermarket or wholesale prices? Does it include the costs of labor, benefits, taxes, rent, utilities, equipment and supplies? In the restaurant world, customers pay for the food they order, therefore food cost is a percentage of food purchased to total revenue. At an all-inclusive resort or cruise, the customers meals are included in the cost of their stay, therefore food cost is a total of food purchased divided by the number of expected guests per day.
            Reply to this
      2. 2/11/2010 11:24 PM oskar4498 wrote:
         I can guarantee you it's the exact same food that you're getting at your building. People are just more willing to go chow down on the same food they get at their building at a restaurant. I realize part of it is getting out of the building for a while but I can tell yuo with certainty that you're getting the same food. You're just paying more for it.
         If you're concerned with how much weight you're gaining from the supposed "garbage" you're getting in our building then stop eating so d...d much of it. I've had mgr's and co's who eat like starving wolverines.
         Reply to this
   2. 2/16/2010 1:01 AM No name wrote:
      Apparently you don't look at your budge or have even worked on a month-end report withthe chef. Most facilities have over $3.50 for food per person and this does not include labor,or other items. $3.50 per person buying wholesale gets you alot of food. Do your homework before you make STUPID REMARKS.
      Reply to this
      1. 2/16/2010 1:18 AM concerned family wrote:
         The (several) Holiday facilities I have seen provide 3 meals/day x 7 days, with no credit for unused meals and no options for fewer meals at a lower price (such as 15 meals/week). There must be a financial reason for the 21 meal plan. Could someone explain the economics of it?
         Reply to this
         1. 2/16/2010 9:39 AM everydayisaholiday wrote:
            I don't think that the lack of a meal plan option -- 15 meals/week, etc. -- has as much to do with economics as the logistics of it. I can't even imagine trying to figure how many times a resident eats, at which meals, and so on.
            I know that the communities that have cottages originally were only supposed to include one meal per day for those residents and it became a nightmare! The cottage people come and go -- it always seems to average out since some of them are never here for a meal.
            With two different management couples with the way their shifts work would have a very hard time enforcing such a plan.
            The most important issue with the meal plan is this: Supposedly a study that was done by Holiday a number of years ago showed that if a resident knew that they were paying for all of the meals, then they would be more likely to take part in a meal (which is good physically and for social time). If a resident knows that if they were to want an extra meal, but that it is going to cost them a certain amount, they, like so many of their generation, would not eat to save the money.
            I'm not sure if this answers your question, but I hope it helps.
            Reply to this
      2. 2/16/2010 7:16 PM Anonymous wrote:
         3.50 per day for 3 meals correct
         Reply to this
2. 2/11/2010 12:54 PM dlcharles wrote:
        My heart aches:
   
        Powerful words!  You experienced both factors of management.
   Reply to this

1. 2/8/2010 11:02 AM Anonymous wrote:
   Congratulations, very well put. I agree with everything you said!
   Reply to this
2. 2/8/2010 11:37 AM touchless wrote:
   A big AMEN to your comments as we watched the same. Just think of all the corporations that would be salvaged if the corporate gurus would put themselves in the humbling positions/jobs given, "having to clean the toilets" and other realities performed on the job. Well said my friend!!!!
   Reply to this
3. 2/9/2010 9:52 AM yvonne wrote:
   Wouldn't it be a great experience for Mr Callison to try the Undercover Boss
   for a week and find out the real truth in building Holiday back to where it use to be- a caring company for the residents that lived there. Hope he saw the show and maybe get lined out to see the big picture before this company goes down the tubes.
   Reply to this

1. 2/9/2010 1:54 PM Anonymous wrote:
   Dear WHAT,
   It's quite clear you are part of the new Fortress culture which has taken over Holiday. Your message, while it holds many truths begins with a conclusion instead of a question. Since you have known or been a part of many multi-million $$ companies, wouldn't you agree this amount of passion amongst a group of people is unusual? Could you also agree (but only if you took the time and energy) to look beyond your own self (importance) it would virtually be impossible for such a wide array (regional, gender, community location) of individuals to voice the same common theme about their areas of dis-satisfaction and or concern about the company? My read also tells me the concerns they have are the same concerns I see in my role on a daily basis and unfortuntely if you are not a part of what is considered the brain team; but whom I refer to as the brain drain, your ideas are not valued or appreciated. For instance, if you are honest with yourself as an RD (clearly that is what you are) have you actually told your CMT's you know it is impossible for them to get the conversion ratios the company is asking for? Or, have you possibly had the managerial courage (think that is a phrase from your extended stay world) to ask why the company doesn't just work on keeping the folks who are already with us as opposed to spending more money to get people to come who are going to leave? I'm sure you have also taken the time to comment on the 3 wonderful meals a day which you know aren't so wonderful (since so few of you choose to eat in the community and then really have an impact on ROI? Or have you asked or demanded to your manager you are no longer going to insist the CMT's meve in anyone whose breathing even though you know should be in a higher care location somewhere else? Now, if you would like to impress those of us who are jaded..do some of the things I've mentioned. Tell Stan Brown the business plans you are designing are bunch of crap and the projections are overly optimistic. Might you mention the lack of gender and ethenic diversity within the Holiday employees and the residents and offer to head the task force to address the same? Or maybe you'll be the person who steps up to address the tyrannical leadership from CMT's who reign terror upon their co's. Or possibly demand a rate lock for the next year, because after all you know your grandmother is on a fixed income and can't afford the increse. While I am well aware of the golden parachutes you extended stay boys walked away with (over 500K) most of the people on the blog here walked away from job they loved and cherished but it wasn't by choice. So before you seek to humilate us, maybe try to understand us. We miss the quality product we offereed residents and have a degree of empathy for each one because we recognize we (to include you) are all headed in that direction one day ourselves.BTW, why don't you enlighten us to how a sucessful compny runs tell us bout yours why did u lv
   Reply to this
   1. 2/9/2010 3:49 PM Concerned wrote:
      Way to go Anonymous. WHAT does not have any idea how to run a senior retirement community. Before I left after 9 years I tried to correct some wrongs, but my new RD with 90 days experience knew more than I did.
      As far as current employees I would keep my mouth shut. Your chances of being heard are practically nil and your survival rate would be about the same as a 2nd Lieutenant in combat. If What wants to stop the hiding he can be the first to identify himself and maybe provide his e-mail address. Oh by the way, I did own my own company and for the past few years we received excellent reviews. We left because of burn out caused primarily by the new policies and ridiculous marketing programs coming down from Salem. The Old Holiday was not perfect, but a damn site better than it is now. We feel for the co-managers and residents we left behind, but just could not take it any more.
      Reply to this
2. 2/9/2010 2:30 PM concerned family wrote:
   I'm not a Holiday employee...but I've watched Holiday as my mother has lived in several Holiday facilities over a number of years. I think perhaps you are missing the point with some of the blog commenters: they would LIKE to be part of the solution, but are either summarily fired for questioning the system or intimidated, or their suggestions are ignored by the "new folks" who think they know better. What I've seen: exhorbitant rate increases -- who is getting 4-5% pay increases these days? Residents' rent wasted in bizzare marketing schemes. Residents' rent spent on items the managers want but residents will never use. The "independent living" aspect being erroded by letting anyone who can fog a mirror move in -- so the independent residents sit at dinner beside people who have soiled themselves, residents having to help other residents into/out of chairs and place themselves at risk, put up with residents asleep in the lobby all day long, and deal with residents who are unable to vacate the building in an emeregency or who are so forgetful as to endanger others or the facility. Residents have to put up with a constant stream of co-managers who come and go, sometimes within days or weeks of being hired and typically without adequate explanation (don't you vet your candidates? don't you examine facilities that can't keep trainees or co-managers???). I think the Undercover Boss is a terrific plan, and I challenge Holiday to send their upper eschelon out to see reality.
   Reply to this
   1. 2/9/2010 10:03 PM dlcharles wrote:
      Very nicely phrased! Thank you.
      Reply to this
3. 2/9/2010 5:17 PM BillyBob wrote:
   WOW. I bet you walk around with a blue light cap, one on you butt and extras in you car. I bet you really light up a community. Jack would be proud.
   Reply to this
4. 2/9/2010 5:31 PM dlcharles wrote:
        I'll tell you what, WHAT:  We have been expecting you and others just like you. 
        First, be very very careful how you throw the word "coward"around.  Most of us have paid our dues the hard way and paid them in ways you can't imagine.
        Second, you sat and read "...several of these comments..." - not all of them - yet you decide to lump the entirety into a single categorical pocket you label 'negative' because of 'several'?  There are a lot of 'present' writing on here, as well as past and residents.  You claim you come from the big corporate world.  Obviously not the regular corporate world, but from the BIG one.  Wow, I am impressed.  Out of curiosity, would you mind letting us know why they threw you out.  From reading your comment I would surmise you are not still in the big corporate world for the simple reason they eventually realized you just were not qualified.  I gather you were quite the "Yes man" in your day.  They never do last long.
       In order to forego drawing others into this let me state that my wife and I began a company many years ago in our basement.  That company went international before we sold it.  In my professional years companies would hire me to figure out solutions to problems they could not get a handle on.  I walked in with full authority needed to solve said problems at all cost.  Would you believe that in nine out of ten cases the problems were very easy to solve.  Merely by spending time working along with  the individual(s) who dealt with a situation on a daily basis (or shifts) the answer was there.  The biggest problem was usually the management refusing to listen to the blue collar or minor management worker who did the job.  I wish there was time and space to tell you some stories of red-faced management higher-ups when I would tell a company to promote someone who had spent the last ten to twenty years trying to get someone "upstairs" to listen to them, or to have the indivdual(s) stand next to me as I credited them with earning my bonus pay for me.  And those companies cut some big checks to find out how blind they had been.  Those who come aboard for the Concept realize we must play second fiddle to our trainers for a certain time frame, regardless of our backgrounds.  Are you truly so out of touch that you actually believe what you wrote? 
        You also forgot something else in your infinite wisdom.  Perhaps in your big corporate world the higher-ups would allow you to venture an opinion or suggestion.  Has it hit you yet that HRC/Fortress does not allow such.  In fact the opposite is true.  The company initiated a shroud of secrecy and enforced it.  Personally, I could care less about attempting to convince you of anything, little less about retirement communities.  We are talking about people here, not a product recall from Toyota.  You cannot recall the elderly.  You either get it right or they lose.
        On another note:  Actual names are not used at my insistence in order to protect people. 
        I will offer you another left-handed compliment -- you seem to handle being so perfect with a fair amount of humility.  Ahhhh, to be you!
        Now, let me show what you have told all of us about yourself in your comment.  You were never allowed into the circle of upper management.  This is obvious by your phraseology.  You were, at most, a lower management clerk or drone stuck in a cubicle.  One of the biggest evaluation blocks of your career has always been your proclivity to begin a test or project without taking the time to completely read the rules or instructions - and you never learned to actually listen either.  This often caused you embarrassment when the project was handed off to someone else after you bogged it down.  You never have been able to score high on most tests, especially skill, simply due to your failure to adequately prepare.  You are quick to judge without first ascertaining all the pertinents.  This has also caused you some 'moments' in both your business and personal life.  I find myself wondering if you still compulsively bite your fingernails until your fingers bleed.
       And please allow me to express our most sincere appreciation to you for taking the time to actually sit down and read several of the negative comments on here.  The authors of the comments you read must feel as if they have been anointed.  To realize we have been graced with the presence of someone so benevolent gives me goose bumps.
   Reply to this
   1. 2/9/2010 8:38 PM Anonymous wrote:
      Very well put!!! Sounds like WHAT was a great listener, oh what was that LOL. Apparently he can NOT be working for Fortress if he actually listens
      Reply to this
   2. 2/10/2010 1:03 PM my heart aches wrote:
      Very well put, D.L. It seems that this "important" person just explained in his own "impressive" way why none of his CMT's can talk to him. I'm sure he would think them cowardly and whining and not "worthy" of their jobs. After all, he does have to do something to feel important. My suggestion is that he spend time in the trenches instead of on his throne, and that means all of the good stuff that managers and co-managers have to do on a daily basis. We had someone from HO at one of our facilities for about 1 week. They had come to help with a problem and stayed because of their interest. They didn't stay the night at the community (had their own hotel room), and never made it for breakfast the next morning, but they were blown away with the amount of work that had to be done in one day! They couldn't believe that two people could wear so many hats in one day and still manage to keep their residents happy. That was the best praise that we EVER got from anyone at HO, and it was nice to know that someone up there appreciated us. You can bet your bottom dollar that this happened before Fortress entered the picture.
      Reply to this
5. 2/9/2010 8:27 PM Anonymous wrote:
   WHAT why do you not own your own company?
   Reply to this
6. 2/9/2010 9:51 PM cowgirl wrote:
   What,
   You need to remember that the people who post on this blog are concerned with the way human beings are being treated, not with the concepts of running a company. We would love to be part of the solution, but we will be eliminated if we try to influence changes. The new order does not want anyone who is an independent thinker. You say you can make the problem go away, which tells me you are part of that new order. The one that comes in thinking they have all the answers to all the problems which really didn't exist before you guys took over. Finally, I think you are a coward coming on this blog and sounding off, and hiding behind an alias like What. If you want some sincere and meaningful dialogue, and you are in such a powerful position, you would identify yourself.
   Reply to this
   1. 2/10/2010 9:56 AM WHAT wrote:
      You have a lot of room to talk cowgirl.
      Reply to this
      1. 2/10/2010 10:31 AM BillyBob wrote:
         What
         Is that the best reply you can come up with? Pretty Lame, but we do not believe you have valid response to Cowgirl.
         Reply to this
      2. 2/10/2010 10:42 AM Anonymous wrote:
         If we are "cowards" by not posting our real names on this blog it is because others have been terminated already by HR for doing so, and I for one am not ready to lose my job for speaking my mind in a forum where I don't have to worry about my employer's retaliation. Is that why you don't post your real name here, or do you have another reason you would like to share with us?
         Reply to this
7. 2/11/2010 5:46 PM Oscar wrote:
   My husband and I did ask to be heard. Many times, and with many different departments. We were not even given the courtesy of an exit interview when we left the company. When working with HRC, Our RD would not allow us to voice anything let alone any ideas. period. If we started to speak he would routinely cut us off and finish the statement as he chose. And then proceed to tell us about how we don't know anything or can't do anything right etc etc etc. We stuck around as long as we did in hopes of improvement and when it became blatently obvious that wasn't ever happening, we had to leave. Please if some one from corportate was/is interested , truely interested feel free to let me know. We'd be happy to share what we can. I truely believe they'd have contacted us long ago if they were interested.
   Reply to this
   1. 2/11/2010 8:33 PM Anonymous wrote:
      We were never given an exit interview either...after 4 years...
      Reply to this

1. 2/9/2010 9:14 PM Abbot & Costello wrote:
   It sounds to me like Fortress is just like Abbot and Costello's -- Who's on First. What is on 2nd.
   The probelm is everyone else at Fortress is playing shortstop with all the residents --- "I don't give a darn".
   Reply to this

1. 2/10/2010 11:25 AM Gotta Go wrote:
   Amen! Very well said!
   Reply to this

1. 2/10/2010 5:10 PM BillyBob wrote:
   Mr. What:
   You are a piece of work. Not only do you not get it, but you call us cowards and hiding for not using our real name, but I doubt that What is your name or could it be What Now. Step forward and be a man. Who are you coward?
   
   Fortress purchased Holiday because it was a well run profitable company. Now it is near ruin. All Fortress had to do was stay on course, but instead they run off the holiday people that helped build this business and brought in people that do not know anything about retirement living. You can blame some of this decline on the economy, but a lot of it was Fortress and hires like you. You and Fortress think you know everything and that we are a bunch of complaining idiots. Maybe we can identify some legal remedies. I sure put in my share of long hours and working holidays to be spoken to by the likes of you. As far as I am concerned you have demonstrated quite accurately how low this company has come.
   Reply to this
   1. 2/10/2010 5:36 PM Roxy wrote:
      Extremely well said!
      Reply to this
2. 2/10/2010 6:20 PM cowgirl wrote:
   Ok, What,
   If you will read the archived section of this blog, you will find a post written by me, encouraging all of us to hang in there and fight for what we believe in.
   
   Billy Bob is right. For the third time now: you don't get it.
   
   We are not bitter. We are not complainers. We are not whiners. We see how people are being treated by Fortress and it is wrong. Wrong. You better be grateful that people are willing to fight for the rights and happiness of others, because if we were all silenced, as you and your Fortress cronies would like, there won't be anyone to fight for your rights when the same thing happens to you.
   Reply to this
3. 2/10/2010 7:24 PM Anonymous wrote:
   What You want people to leave that are still with the company. I thought you said wait 2 years things can change? Left hand talking to the right hand?
   Reply to this
4. 2/10/2010 9:25 PM NotMyRealName wrote:
   One question for WHAT:
   If this CEO was so great how come you aren't still there, espousing your direct and very professional ideas?
   
   "A great CEO I worked for...used to say ...that if you are not happy working here then quit...."
   
   [Frankly, I'd seriously question his "greatness" if he would openly make such a negative proclamation as this at an annual meeting.]
   Reply to this
5. 2/11/2010 5:06 PM Cathy wrote:
   I just heard about this today. I have been reading all these comments. I was employed with Holiday Retirement Corp. for 10 years when the Colson's owned it. Hired in 1997. It was a most wonderful place to work. People caring about people. Bill was a wonderful man. In 2007, after the company was sold to Fortress it was very obvious to me and my husband that this was not where we wanted to be, when we got a letter telling us we could no longer offer our residents a little savings on their rent increases,even if they couldn't afford it. I could not in any means do this to the wonderful people who I had lived with over the years. I didn't have the heart to tell someone they either paid all the rent increase or get out. That is what Fortress told us we had to do. So we left. I feel so bad for all the wonderful residents we have gotten to know and love.
   We have moved on and have other careers now, but I just had to say something for the wonderful residents who have lived in this world for sooo long. They deserve to be treated as human beings, not a number.
   I just hope the people that don't agree that this company is doing an injustice to our seniors, when you become old and can not make it on social security, that there will be no one to help you!
   Reply to this
6. 2/15/2010 3:33 AM Rafiel wrote:
   What a croc of horse sh-t. You surely do not believe what you write Mr.What. Did you post your real name somewhere I didnt notice? What a moron. To those out there busting your butts DO NOT LISTEN TO THIS IDIOT. We have endured and things dont get better, we just deal with stupid new marketing ideas that dont result in any new move-ins and told to push private health care for new ones who belong in nursing homes, not a retirement home. Mr.What sounds like a reject from a dishwashing position at McDonalds somewhere. We all work or have worked hours on end with the threat of losing our jobs at any moment, if this is a way to vent with others so be it, its safe and we know what each other are going through or have gone through. Do everyone on this site a favor and never post here again.
   Reply to this
   1. 2/15/2010 8:32 AM Have a nice day off wrote:
      Another Holiday Retirement policy --- Today is Presidents Day. Most normal businesses celebrate as a compnay holiday... Not Holiday Retirement. Its a regualr day. ( just a note for you people considering a job with HRC )
      Reply to this
      1. 2/15/2010 9:46 AM Anonymous wrote:
         It is Holiday Retirement's policy that only Home Office is closed on Presidents' Day as a paid holiday, but the hourly employees at the communities get Martin Luther's Birthday as a paid holiday. Community Management Teams can take an extra day off during the week of MLK's Birthday if they can figure out how to schedule it, which hardly ever happens since a community can never close.
         Reply to this

1. 2/10/2010 6:38 PM Anonymous wrote:
   WHAT How often do you pay attention to the elderly hot shot maybe you should be a CEO for Fortress with all your knowledge
   Reply to this

1. 2/10/2010 6:56 PM Neverdiclosemynane wrote:
   Because he is most likely either an RD from a hotel or Corp humancapital who is trying to get someone so pissed off that they give their real name and then get fired. That is their goal, you know.
   Reply to this

1. 2/11/2010 12:02 PM dlcharles wrote:
        I wish I had your way with words.  Very well done!
   Reply to this

1. 2/10/2010 7:12 PM I CAN'T BELIEVE IT wrote:
   2
   Reply to this
2. 2/11/2010 9:19 PM FrustratedWithFIG wrote:
   LMAO, I thought the same thing when I saw how he spelled 'multy'. We've got a real winner here! I say they sell HRC over to this guy, maybe he could set the rest of us straight.
   Reply to this

1. 2/10/2010 7:09 PM Roxy wrote:
   Remove and block. He's a blue light special cronie running around with a hatchet. Needs to go buh-bye. Buh Bye. Just like that - buh bye!
   Reply to this

1. 2/10/2010 7:42 PM Anonymous wrote:
   The enjoyment of working with seniors is the only thing that has kept my husband and I managing a Holiday Retirement community for almost 6 years now. But, you'd better believe it - it truly is as bad as the comments in the blog say. My only advice to you is to run as fast as you can from Holiday Retirement while you are able to, and don't turn around and look back lest you turn into used coffee grounds!
   Reply to this
2. 2/10/2010 7:51 PM concerned family wrote:
   I hope you will continue to post to this blog as you begin your career with Holiday. It will afford the rest of us true insight into the current climate, under new management. Please keep an open mind and tell us what you celebrate and what you can't condone. You're unique because you bring no "baggage" with you as former employees or current employees that worked for the "old" system. I really hope it goes well for you, and will be interested in following your progress.
   Reply to this
3. 2/16/2010 1:20 AM No name wrote:
   Don't listen to some of these dummies. There are good managers & RD's as well as bad ones. Maybe we've been lucky because after 13 years we have good RD's and almost everything we asked for has been granted, including helping residents with their rent increases ome way or another.
   Reply to this

1. 2/10/2010 7:23 PM dlcharles wrote:
   Well said!
   Reply to this

     Let me offer a tidbit of computer information.
     When someone places a comment on here I go into the controls in order to remove any email address, as mentioned earlier.  When I bring the comment up it automatically displays the IP of the comment.  Even at my advanced age I still have a pretty good memory regarding numbers.  When a particular IP comes up that is connected to a different "email addy/name" and does so repeatedly it flags my memory.  It is highly remote for a specific IP to handle more than a few different locales.
     Have you caught my drift yet, What?  You used the same email addy and the IPs match for your other posts.  Good try, but "Gotcha!"
     No, I will not divulge the information to everyone.  I would suggest to use one or the other names, but not both.

1. 2/10/2010 10:33 PM dlcharles wrote:
        I tend to agree with you.  Concerned made a very valid point also.  Unity and passion combined can move mountains.
        With the collective approval of all no action will be taken UNLESS What continues to postulate from opposite viewpoints.  Playing the Devil's Advocate is one thing, but to put forth completely different stances and attempt to sucker others into that web of deceit is not acceptable.
        Once again let me state that I am not a moderator, per se.  I do, however, strive to protect everyone - even What and the alter ego.  If you ever feel I am overstepping the boundaries then so advise me.  Thanks
   Reply to this

1. 2/10/2010 9:52 PM Roxy wrote:
   Ahhhh, Maui.....I was there!
   Reply to this

1. 2/10/2010 10:50 PM dlcharles wrote:
   Bravo again, Achmed!
   Reply to this

1. 2/10/2010 11:52 PM whoknows wrote:
   WHAT, you will never understand the heart of a manager. Even a farmer in the middle of nowhere still know when there is a fox in the chicken house. I think you could not tell the difference in just clucking and the call for help. I give you a 2.
   Reply to this

1. 2/11/2010 10:44 AM everydayisaholiday wrote:
   Yes, I think that WHAT is Lee Y also! The way he goes on and on -- it sure sounds like him!
   
   He's the kind the would sell his own mother if he thought it would get him higher up the corporate ladder.
   Reply to this

1. 2/13/2010 9:40 PM Anonymous wrote:
   CMT's we (RSL's) can feel your pain as well. Over the past month we've been putting in 15 hours a day working on a myriad of reports designed to help "figure out" how to move more residents into the communities.
   Maybe I'm missing it, but instead of spending all of this time trying to find residents; why not just take care of the residents who are in the buildings and allow the economy to improve? What we're doing just doesn't make good business sense. While I appreciate the "wonder boys" from Fortress, I think it should be very clear we're in the middle of a recession and consequently the senior population (who continues to age more gracefully than ever before) is not poised to leave their homes, friends and church to move into an apartment with admittedly marginal food, meager activities and outdated amenities. Try as we may and with the best of intentions these business plans can not compensate for the economy. You would think we'd focus our energy on keeping the residents who are with us. What we're doing just does not make sense. It's my understanding we have a new Director of Sales - West, a woman by the name of Shamim Wu who has come from another company. As an RSL, I believe it's an enormous slap in the face and repudiation of our efforts as RSL's for them to go out and get someone who for all practical purposes was simply an RSL in another company. Jack and Stan, we're putting you on notice that was the wrong thing to do. However, it's no different than the addition of the GSM into the communities...why is it a poor leadership team always believes the answer is to go outside of the company to find talent? Anway, Shamim is not the replacement for the now missing Martha Smith ...martha, if you're out there will you please tell us why you keep asking for information from us but you don't answer and return phone calls? Have you been reassigned or demoted? If so, why were you allowed to keep your job when the previous Director of Sales wasn't? What is it you actually hold over Stan Brown, Jack Callison or Holiday?
   It's also my understanding we had another Director of Sales candidate to take us right to the very end...will she take the job, will she not before she turned us down so we're still without leadership in the field.
   The RD's now have the Chefs and Maintenance under their leadership as well. Haven't quite figured out if the Regional Chefs and Maintenace positions are a thing of the past but stay tuned...I suspect we'll see some clarity on this soon. Stan, just wondering, you said some time ago that a person should be in their role for 18 months before you would considering a change in position. Let me throw some names out Sandra Gainor, Martha Smith and the absolute worse RSL in the entire organziation Stephanie Foster. Can you tell us what happened to the 18 month rule for them please? Probably wouldn't be a bad ideal to include Kai. IT's very clear to all of us the company has only lost ground under his watch.
   Reply to this
   1. 2/14/2010 12:20 AM everydayisaholiday wrote:
      What????
      
      Am I to understand by your comment that the Regional Chef and Regional Maintenance positions are a thing of the past?
      
      If so, we are really in for a rapid, downhill journey. Let me hope it isn't so.
      Reply to this
      1. 2/16/2010 7:37 AM Anonymous wrote:
         Not a problem getting rid of the chefs the managers can go to Burger King, Mc Donalds etc and get food off the dollar menu for the residents so they can keep the food costs down that will be next and they wont need a dishwasher just a garbage can for the wrappers.
         Reply to this
   2. 2/14/2010 12:05 PM Achmed wrote:
      I think it would be a mistake to put Regional Chefs under the management of the RD. That would mean that all RD's better had their ServeSafe training done as well as most of the RD's have no clue how to cook or to follow the OSHA rules when entering a kitchen.
      Does this mean that the RD will cook when a buidling is without a Chef?
      
      As for the Regional Maintenance, well that could be a good thing. Maybe the enormous theft of materials would finally stop. I have seen Regional Maintenance walk off with loads and loads of materials from new buildings only to discover that those materials were used in their own homes yet the company paid for it. Regional Maintenance people are (in general) good people and are very helpful but there some of them who are liars and will do anything to get either managers or co-managers fired. They start stories in the region that goes from building to building and it could be very dangerous especially when such stories are not true. Some of these Regional Maintenance people have never worked a full day since they were with Holiday. They have no regard for budgets and think they can run a building yet when there are real problems they are nowhere to be found. You have Regional Maintenance people who never return phone calls especially when you have an emergency or when they are supposed to be at a building and they never show up yet you are being instructed to tell the RD they were at the building so that you cover their rear end and God forbid if you didn't do that. From that point these Regional Maintenance people start rumors about you in the region until you get fired. The problem is one can never proof it.
      No, I believe the regional maintenance seriously needs a make-over and that position should be eliminated and given in the hands of the community managers.
      Let us hire additional maintenance people.
      
      The Regional Maintenance position "MUST" be eliminated.
      Reply to this

1. 2/12/2010 10:26 AM Concerned wrote:
   Let me guess. To assist Moe and Curly.
   Reply to this
   1. 2/13/2010 10:38 PM Past Manager 5 wrote:
      If you watched the show after the Super Bowl, "Undercover Boss"...It was a great show, no Moe's or Curly's. Better be nice to that new dishwasher, maintenance person, cook, housekeeper...you get the message. You don't know who's watching!!!
      Reply to this
      1. 2/14/2010 10:21 PM Concerned wrote:
         You are absolutely right. Especially if they are followed by a camera crew.
         Reply to this
      2. 2/15/2010 4:06 PM Old Hand wrote:
         I have a friend who uses shirt-button cameras and mikes to monitor customer service. Don't assume you'll see 'em.
         Reply to this

1. 2/13/2010 8:57 AM everydayisaholiday wrote:
   I thought that EC's at Assisted Living communities had to have some kind of certification. I know that when we were at Leadership (yes, remember those days - that was a fantastic experience) that they were talking about how Holiday really needed to get some kind of certification done for their EC's even though we were independent living. They said that it is probably not the best situation to have someone who just walked in off the street to be leading activities for seniors when they don't understand the physiology of againg.
   Reply to this

1. 2/12/2010 11:18 PM namewitheld wrote:
   Thank you! yes that does make perfect sense. Coming up with new activities or improving existing ones is something our entire team works on with our EC. Likewise we reach out to others as well as those who have left our community to keep them active in the events they enjoyed previously. Thanks again for your comment.
   Reply to this

1. 2/14/2010 5:06 PM Anonymous wrote:
   I feel your pain I gave 2 weeks notice 10 pages of why we quit. The staff abuse, cheating the residents on food servic ,holy sheets, unclean apartments you name it. Running the building with a hillbilly that read the paper and kissed up to the residents and staff (he was fired). I NEVER had collected in my life and WE LOST I couldnt believe it. Had a hearing also. Cost us about 10 grand to move and survive until we took the 1st job that came along. I feel your pain and if you get it we need to talk. I dont have the answer but life goes on and I am happier now BUT still and ALWAYS will be concerned for the care of all of the residents I have served in 4 yrs.
   Reply to this

1. 2/17/2010 1:25 PM NotMyRealName wrote:
   Biker Bear,
   Thanks for providing evidence that "the Touch" lives.
   
   Honoring your residents AND recognizing your staff goes a long way and doesn't have to be a budget-buster.
   
   I'll bet Bear's census is at least stable, as a result of his "taking care of little things."
   Reply to this
2. 2/18/2010 1:39 PM Anonymous wrote:
   AAAHHHH the good old days that will be with you a lifetime KUDOS to you
   Reply to this
3. 2/18/2010 6:46 PM Johnny & Diane wrote:
   You should be head of the company. That is just what every building needs. Special events with outstanding food. THis is exactly what residents want. Not the crap they get everyday. Have a special event every month is just what is needed. Good luck and keep up the good work. Maybe you should be giving a clas in Salem on --- "How to Keep Residents Happy".
   Reply to this
   1. 2/19/2010 7:36 PM Biker Bear wrote:
      Thank you all for the kind comments, I really wanted to share some happy moments!! We are all feeling the pressures from the home office, the incessant redundancies, reports, and lack of communication but our residents don't unless they get it from us. If we can just take that deep breath before entering the dining room, we can focus on them, the most important part of our day! They have paid their dues and should be living the best years of their lives. I feel my job is to give it to them. I love them, hug them and tell them how special they are. I only WISH I had know the Coleson family, I have been told I would have liked them very much. Keeping their dream alive is the best I can do and I'll continue until I'm let go for pouring too much coffee!! HAHAHAHAHA. Keep your chins up folks, we can get through this!!
      Reply to this

1. 2/18/2010 6:56 PM dlcharles wrote:
        Well said!
   Reply to this

1. 2/19/2010 4:51 PM NotMyRealName wrote:
   Not quite as active as the "HRC alumni"
   FB page, is it, DL?.
   The rest of you can check it out here:
   http://www.facebook.com/group.php?gid=63157984760
   Reply to this
   1. 2/19/2010 7:31 PM dlcharles wrote:
           No comparison between the two!  The alumni site is a work of art, thanks to Rob Bell.  The company site is a sad "vacated room" effect.  They should have let Rob design the site and keep it up.
      Reply to this

1. 2/19/2010 4:07 PM yvonne wrote:
   Wouldn't you think they would freeze all rent increases and market rent for at least a year to fill the buildings and keep currant residents happy. Theres alot of residents moving to smaller apartments-2 sizes down due to the increases and many are leaving because 4.9% is to much increase with no increase in investments or social security. If this company would take care of the current residents and forget about raises and move in new people they would do themselves a big favor.
   Reply to this
2. 2/20/2010 2:33 AM MeAgain wrote:
   I still say, put the rents back to 2008 level and lock them for everyone. We know the average stay is 3 years. what an amazing incentive it would be to offer them NO RENT INCREASES for three years. Isn't an apartment getting 85% of market better than 0%. Is it too simple? what am I missing?
   Reply to this
   1. 2/20/2010 7:44 AM Anonymous wrote:
      I recently asked a Managing Director this very same question, and was told that rolling back the rents would give the perception that the company had been "overcharging" all along, and would devalue the retirement lifestyle we offer. Still sounds like nothing but a lot of greed to me at the expense of a customer base that is on a fixed income!
      Reply to this
      1. 2/20/2010 9:44 AM new wrote:
         He is wrong. If they lowered and froze the rent for a period of time, say 3 years, FIG would look like hero's.
         Reply to this
      2. 2/20/2010 10:47 AM NotMyRealName wrote:
         When are these financial whiz kids [and that's what the FIG suits are - kids] going to learn about the economic reality of things such as the Laffer curve?
         
         A while ago, I looked up the FIG leadership and came across their campaign contributions -- complete with a Soros connection.
         ...But don't let me even get started -- in this forum anyway.
         Reply to this

1. 2/20/2010 7:00 PM dlcharles wrote:
        That is one thing I definitely remember from the community - paper cuts from the cheap toilet paper.  We quickly began buying our own for personal use.
   Reply to this
   1. 2/21/2010 1:24 PM Anonymous wrote:
      We did get a little better quality through Sysco and had corporate RD approve it on our order guide b/c the complaints The wheel that squeaks the loudest gets the TP
      Reply to this

1. 2/20/2010 11:12 PM BamBamBam wrote:
   What about the food quality...Most weeks it is just SLOP...Most main dishes are just covered with gravy.
   Improve the food quality and your census will start to increase. If residents brag about the good food, word with spread and things will improve.
   
   The best way to get to a Senior Citizen is through their stomach. It does take a $1000 an hour consultant to reccomend that.
   Reply to this

1. 2/21/2010 12:25 PM BamBamBam wrote:
   I hear the expanded menu includes chicken fingers and chicken wings....That is certainly not gracious retirement living. What about comfort food like meatloaf and mashed potatoes...spaghetti & meatballs...tender pork chops and scalloped potatoes...turkey tetrazinni..
   Good everyday food. Or how about grilled cheese and tomato soup for supper. ( a whole grilled cheese sandwhich..not 1/2)...or plain old chicken salad ( ground up for easy eating) ..not with grapes and nuts.
   Expanded Menu ??? What are they going to do different. How about starting by paying your Sous Chef and Evening cook better wages. I would guess that there are very few Evening cooks that make more than $11 or $12 an hour for cooking gracious retirement meals. You can get paid more at a Whaffle House or
   Kentucky Fried Chichen.
   Reply to this
   1. 2/23/2010 7:54 PM Anonymous wrote:
      The Expanded Menu Program will roll out on March 8th, replacing the current expanded menu offerings (Sandwich of The Day, Salad du Jour, and Baked Potato Plate) of the past several years. The new program will include a total of four menu categories:
      1) FROM THE GARDEN: Gourmet Salads (Mandarin Chicken Salad on a bed of crisp lettuces; Rosemary Roasted Chicken; Caesar Salad or Tuna Stuffed Tomato with crackers or crostini); Crudites (at least 4 types of fresh, uncooked vegetables and a side of hummus, tapenade, or a vegetable dip); or a Stuffed Baked Potato (such as a baked potato stuffed with ham and gruyere cheese; or a baked sweet potato with caramel glaze.) At least 75% of the plate must be from the garden and include a protein such as yogurt, cottage cheese, various soft or cubed hard cheeses.
      2) DELI-DELIGHTS: Gourmet Sandwiches, Subs, and Panini made with flavored spreads like tarragon mayo, wasabi mayo, horseradish mustard or garlic-basil pesto; gourmet burgers with teriyaki glaze, grilled pineapple or avocado; Chicken sandwiches on ciabatta with guacamole and crisp bacon; gourmet hot dogs, chili dogs,
      barbeque wings, hot wings, fish n chip basket, chicken strip basket, hot grilled
      sandwiches, pizza, quiche, and other deli favorites.
      3) PERFECT PASTA: This category is intended for combining leftover chicken, beef, pork or vegetables in a Sauce (marinara, beurre blanc, alfredo, compound butters, a la vodka, fillet of tomato, ragu, beurre rouge) and tossing in a Pasta (penne, rigatoni, spaghetti, linguini, elbow macaroni, tortellini, farfelle, or angel hair.)
      4) THE POPULAR FRUIT & MORE PLATE: An entrée-sized portion of at least 4 kinds of fresh fruit (canned fruit only allowed out of season) served on crisp leaf lettuce with a side of a protein (yogurt, cottage cheese or cubed cheese) and a sweet muffin or sweet bread (banana, pumpkin, etc.)
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