Beneath The Veil Of Holiday Retirement Corp/Fortress Part 4
PART 4 is closed for comments - it is now read only.
Posted by DLCharles at 8/6/2011 9:38 AM 
Categories: sex, Seniors, Cuisine, Financial, Retirement, Stan Young, crime, love, Waiter, holiday retirement reviews, politics, stanley d. brown, Senior Living, aging, hotels, callison, Fortress, chef, senior citizen, herbs, youth, Stanley D. Brown, employment, senior retirement communities, Dining, common sense, Waitress, Restaurants, Holiday Retirement Corp, holiday retirement employment, stan brown, stan young, Aged Health, Holiday Retirement employees, holiday retirement complaints, life in general, working couples, housekeepers, wesley edens, live in jobs, dining, jack r. callison jr., Service, fortress investment group, retirement, holiday retirement, jobs for couples, Busboy/Busgirl, wes edens, relationships, jack callison, business, Retirement Living, holiday retirement/fortress, restaurants, senior apartments
Categories: sex, Seniors, Cuisine, Financial, Retirement, Stan Young, crime, love, Waiter, holiday retirement reviews, politics, stanley d. brown, Senior Living, aging, hotels, callison, Fortress, chef, senior citizen, herbs, youth, Stanley D. Brown, employment, senior retirement communities, Dining, common sense, Waitress, Restaurants, Holiday Retirement Corp, holiday retirement employment, stan brown, stan young, Aged Health, Holiday Retirement employees, holiday retirement complaints, life in general, working couples, housekeepers, wesley edens, live in jobs, dining, jack r. callison jr., Service, fortress investment group, retirement, holiday retirement, jobs for couples, Busboy/Busgirl, wes edens, relationships, jack callison, business, Retirement Living, holiday retirement/fortress, restaurants, senior apartments
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Hello DLCharles.. I have been a holiday employee for over 2 years and was terminated last week for no reason. HR told ,me it was a major infraction and I asked what major infraction and she could not answer. I feel for all of the people on this blog and it makes me sick to think that this can be done. A manager leaving a building within 72 hours you can't evict someone from their home like that. It's against the law. I have currently hired an attorney and I am seeing Holiday I am also going to the labor board and filling a complaint against holiday. Anyone thats want to jump on or talk about this please let me know.
My spouse was put on suspension, pending an investigation. We were never told what the investigation was about, who filed or any other background information. They decided to terminate my spouse and, consequently, I was out of job. We had 72 hours to vacate our apartment AND all personal belongings. We could not speak to anyone. When asked for the reason, none was given. We signed an agreement at the beginning of our employment stating it was an "at will" agreement. They can let you go for no reason. Our RD was a spineless person who pitted the co-managers against one another. Evidently he was once part of a dog fighting operation and thought the process would work on his subordinates.
Your state laws give you a much better opportunity for "satisfaction" than any other state. Keep us posted. Thanks
Scott E. did the same thing to Me and my husband in Feb and is now saying. . I quit
What have you found out so far? I'm in the same boat with you. This company is unreal; not only do you lose your income, but your HOME as well. So, a married couple is jobless and homeless in one fell swoop. How do I join forces with you?
Someone has got to bring this company down. They are so CROOKED I can't believe they're still in business.
What about unions? Is there any chance of the employees joining one?
How the heck are these idiots going to keep acquiring properties but can't keep managers in the buildings they already own?
GREED is such a poison and that is what's driving all these people.
It's ok for them to abuse, harrass, over work and degrade employees but one self-appointed person with an attitude can destroy two livelihoods and turn the lives of a hundred seniors and staff into chaos, just because she "can" flex her muscles and show everyone how much authority she has.
Where does this end? How many more lives have to suffer?
For quite some time now I have been researching class-action attorneys in order to offer those interested in such a potential a viable option of someone to contact with their story. What I came back to time after time was the fact of wanting someone who could represent people from different states suffering the same basic problems. I also sought someone who had the knowledge of the policy structure needed. I have narrowed it down to a firm which has all of the above.
Periodically I will post the site for Barron E. Ramos at http://www.yourclasscounsel.com as a means for interested individuals to have someone in the legal field to contact for their grievances when they feel they have such. If you have problems receiving a return call or email from the firm let me know.
I cannot stress the following enough: When you need open heart surgery you do not ask your family physician to perform that surgery. You go to a specialist. Everyone understands this. So why do people hire an attorney who handles an auto accident to represent them in a specialized field?
The average person does not have the finances to retain a specialized attorney when it comes to legal action, especially against a corporation. When a person feels such action is mandated it behooves one to seek out someone (a firm) who has a track record of wins, not losses, against companies and corporations. That track record is what causes big business to take notice. Such a firm has the means and manpower to do the research and depositions for the long term. That firm has the base knowledge at their disposal to consider an action. People complain that class action attorneys always get the megabucks and the clients get peanuts. This is not actual. It costs a literal fortune to go against a corporation or entity and can drag on for years eating up overhead costs. An attorney has to believe strongly in their case to be willing to stake it all on the outcome, especially when they do not get paid if they lose. It is completely different than the local attorney handling a dispute or criminal matter since they get paid either way. You may lose your case or go to jail, but they still get their money.
Understand that I am not advocating anyone to get involved in a legal action of any type if they can avoid it. What I am doing is giving the option for a specialist in a particular field who has already proven the firm has the knowledge and information to offer you advice regarding your problem. To me this is fair.
Remember this: From the government to Wal-Mart or Holiday Retirement, no one suddenly does an about face in their treatment of the workers, patients, or residents simply because they had an epiphany. The about face comes because someone somewhere says "Enough" and takes the entity to task for their mistreatment. When the entity loses it costs them big money and loss of public image, which translates to more financial loss. This is why they 'suddenly' begin to care and make changes, because it costs less to do so than to keep losing in court and having their public image dragged through the mud.
As a six year resident at a Holiday Retirement Resident in Surprise, AZ I have since late May, 2011, been subjected to bizarre harassment to force me to move out. I suspect the only reason for this is to ensure that I go, as for the -past two years I have vigorously resisted paying what I consider unreasonably inflated rent increases for my unenhanced living conditions; unchanged since 2005. A co-manageress came and within a month phone harassment, not of myself, but of my cousin, who lives in a far distant mid-western state began by an attorney who told my cousin that this co-manageress is his client. First message: "it's in the works; eviction within 30 days." Cousin talked to me, I went directly to co-manageress, who denied any such thing, telling me that the attorney is MY lawyer! My denial of this rolled right off her back and the calls, not to me but to my cousin continued. Cousin was told to choose an attorney, she was given two choices, and told to file for guardianship and conservatorship of me. COUSIN WAS NONPLUSSED . We talk every day; she absolutely is convinced that I need no such services. The comanageress, meantime is accusing my apartment directly ovr hers of harboring multidinous cockroaches, which are invading her apartment below in hordes! This bizarre accusation is patently untrue! Another time comanageress, alledged that I had insisted on driving out one morning, too impaired to drive safely...untrue! I immediately sought and found other lodgings, which prompted an attorney call to cousin: "she's moving; what are you going to do about it." I have been put to the extraordinary expense of hiring my own lawyer, who is still trying to puzzle it all out; I am emotionally frazzled and physically exhausted from the stresses placed on me. PLUS, I have had to borrow a large sum of money in order to move away from this insanity!! I must close now as I am on a library computer, but there are far more details I wish to include; including the transparently corporate attitudes of two "floating" managers who have been allowing all this to take place under their noses, while brushing off all my attempts to enlist their aid as "only hearsay complaints." I am sure Holiday/Fortress is the cause of all my troubles...how to prove it is my quest!!! Further, my cell phone is NO LONGER SECURE...WHAT DOES THAT MEAN??? Also, I am on this computer, not the residential one, because I strongly suspect that that one is no longer secure...must close; I'm too exhausted to continue at this time...
It is certain that the resident computer is monitored and filtered!!! As a computer engineer, I know that for a fact.
1-877-767-2385 Adult Protective Services - located in Phoenix as part of the state government programs. Or check your local listings for the county office.
Just like the room speakers and the speaker board in the office allow managers to eavesdrop on co-managers and resident apartments - I would not use the community computers for personal or financial matters. Most seniors using them do not have password protected accounts.
Question for dlcharles: How specific may I be here regarding actual names, possibly dates, and events? The Vista de la Montana, Surprise, AZ has, just within 2 to 3 months turned into a hornet's nest of viciousness and backbiting, and tattle-tale-to the CO-managers, rumour mongering among the residents as never before in all my six years of residency...all culminating in fulminations against those who have lived there longest. I have personal specifics to relate, as well as observations. This evil tone began to be introduced last spring (2010) by two snotty, snobby managers who gave not a damn about the residents and who cared not that it showed. Certain staff picked up on that, and are with us no more, nor are those initial perperpetrators themselves. But now we have worse; these perpetrators are so clever, so they think, that whatever wrongdoing is "caught" it will never be traced to the Corporate levels!! What to do?? Nearing my wit's ends!! (Not really, but srongly suggests my frame of mind at this time...) Please reply.
On here I would advise vagueness over specific. Journalize everything in your personal notes as to times, dates, etc. Be specific and completely forthright if you contact Adult Protective Services. Their job is to take a complaint and investigate the allegations. It makes their job much easier when they have specifics.
Thanks, dlcharles, for the advice. I will just say, then, that I have contacted Adult Protective Services and am expecting a visit from them next week. Live good and keep well. I shall blog again later, as the plot continues to "thicken", but this is no way fiction.
For dlcharles: I now believe I have immediate need of Atty Barron E. Ramos. I am submiting a letter to the Managers of the Vista de la Montana tomorrow registered mail. Said managers refused to formally acknowledge reciept of same in their office, today. Further, I was given to understand that the comanageress of whom I wrote here on this blog, ca. June 21, 2011, has involved corporate, certainly regional offices above her "BIG TIME", and will now have far greater authority in dealing with me than before. No negation whatsoever was given when I speculated that I could probably expect big trouble from above, shortly. I am pretty angry. I refuse to be driven from my home of now slightly more than six years for untrue, completely trumped-up reasons without a fight!!
I have called Mr. Ramos at the number given on the website you have provided for him several times during the past week. Although I reach his recorded message spoken in his own voice, he has never called me back. I have also left my snail mail address, but so far, nothing... Can you help me??
Actually, I think I need the help right away.
Please reply. (And I thank jontquill for his input about the computers, as I do you for info on the speaker monitoring capabilities in the residence)
Hoping to hear from you soon. njh
Hey, dlcharles! I was hoping to find here a bit of advice here about contacting Mr. Barron E. Ramos. I did say in my first blog entry that I had retained another atty; and I must say that that attorney has been a marvelous support to my courage in the face of the immediacy of the bizarre situation with which I have been lately faced.
If you are perceiving a problem with my having retained some one other than Mr. Ramos, initially, please let me know. Here I shall bare myself where I might oherwise wish to not...I have asked this attorney to represent me in (gulp; blush) bankruptcy proceedings. If Mr. Ramos finds a continuing conflict with this arrangement, would someone please advise me; also as to how to resolve this so that I may speak with Mr. Ramos candidly. The attorney of whom I speak wants nothing to do with much more of my troubles, nor do I wish to involve him much further. He definitely wants nothing to do with any class actions.
Please have the kindness to reply.
Mz. Hale: I was in no manner taking your situation lightly. I was attempting to offer financial and cost saving suggestions from my own experiences. Ramos is http://www.yourclasscounsel.com and there is a problem reported about receiving any response from him.
Always speak truthfully with your attorney - it saves a lot of trouble. OH, by the way, if circumstances have pushed someone into a bankruptcy there is no reason for any embarassment. We do what we have to to survive in this world.
Thanks, dlcharles, I have taken your comments to heart, with much appreciation. I shall do as you suggest. Thanks again.
Dear dlcharles,
BEWARE of the dark side of the Force!
Unsubscribe me immediately from this blog and all having to do with it. Pronto!
I don't unsubscribe someone - the subscribers do it themselves.
Then consider me UNSUBSCRIBED!
Hey, dlcharles! Thanks for the reminder...
I hereby unsubscribe myself from this blog and all having to do with it.
Signed,
Nancy J. Hale
Good, goodbye!!!
Alas! Such a fond farewell. Sigh.
BYE, BYE!
Alas! Such a fond farewell. Sigh.
BYE,Bye!
I now unsubscribe myself from this blog and all with which it may be concerned.
Sincerely,
Nancy J. Hale
Dear dlcharles,jontquill said it all, somewhere above, that GREED must be fought and ever defeated; or words to that effect! Justice must be served.
(one way or another...) I truly admire such conviction and dedication. Get the bad guys, and get'em good!!
Dear dlcharles: I should have signed "Piqued's" comment re: jontquill's noble statement, which I cited above...I'm more than a little embarrassed,let me say...
Thanks, both of you great folks!
Nancy J. Hale
If Holiday states they are independent Living and managers secretly take care of a patient until the need for an ambulance, is this due call for adult protective??
You need to clarify what you mean on this, is this a daily process or just if the person has the need of an ambulance because of sickness or a fall in the case of an emergency.
I think everyone here, if they have been in Holiday for awhile, know we go sometimes take great lengths to keep a resident safe, esp if there is no family help. This maybe where something may need to be reported esp if the person is greatly disabled and not able to take care of themselves properly or safely and if the family does not make sure either services are paid for through a caregiver. You know we are a great place for people to put their relatives at a cheaper place and not have to pay for services for higher level of care they think. I believe all buildings should have the ability to have a person evaluated for need of higher level of care and either the family provides it or they would have to move. I think this level of management decision has been put by the wayside the last few years.
My patient was ill and I was not notified. I check on her a couple of times a week and do appts. for her. They are trying to get me out of the building...cannot say more. I am her paid caregiver and have been for at least 6 months and now they are secretly doing care and I can be sued by the family if something goes wrong. It is not an everyday occassion, just harassing me. Already tried to contact corporate and they pick up the harassment double time every time I report them.
I was turned in to the Healthcare Licensing Board today and found that HRC was lying about the licensing I needed. I could be fined still. I did not know the law and Holiday did. They had me get over licensed and be in trouble because I had to have anyone that worked for me paid on my check. I have never done that because we are each our own caregiving helpers. I cannot believe that this is legal. they stated that the law said we had to have one in charge and the rest worked for us. Interim Healthcare had me add their employees work for me until they got apprved for their license. Now..I am responsible for it. This is not the way it has always been done by Holiday!!!!
Caregiver: I am only familiar with 2 buildings we were in. One had a service that had a licensed registered nurse as program director, she oversaw what went on but was not always in the building. The other employees were not registered nurses, they had as much knowledge as CNA's do today, some of them had been with their company for 11 plus years. They were on the premises 24 hrs a day and they would help us in the case of an emergency if they were free from their charges. Their gripes and our housekeeper gripes were handled by the director and us and did not escalated any further than that, our standards were high and so were theirs.
Our 2nd community here in the last 2 yrs we helped scout out a group modeled after our old building, even though it did not have all the features of the old group and they were at that time only in the buiding for about 12 hrs a day, I don't know if they got many more clients or not since we left last year. This group does have a program director also.
With both groups the meds were given out by the employees, neither were able to administer shots, that had to be done by a nurse which they most generally would have to hire a person to come in and do that since neither service offered that on a daily basis.
I don't know if you run a service how you would do it except to have an employer ID number and pay taxes for each employee as the matching amount, then the insurance for liability would have to be on each person who works for you and yourself.
If you all work as separate entities and pay your own taxes as a contractor it sounds like you would not be responsible for everyone else. The only problem is the Interim Healthcare where you let them go under you.
I think laws are different from state to state and now there are more laws than there were 6 yrs ago. There are also a lot more independant, assisted living homes to compete with and I am sure the laws are not as lax as they were in the past.
The bad thing is as a caregiver everyone thinks you are responsible, even if you are only there a couple times a week or as a errand person. I know I preferred a fulltime service to be in the building, but that went only as far as the family paying for the service, otherwise we were still out on a limb. It did make it easier if the resident was getting out on the far limb of safety and the family had to make the choice of a service or moving.
Please keep us posted on what is going on and I do hope that you are not in serious trouble, a lawyer may be who you will need to check with over the who is employed by whom and if a registered nurse needs to be in charge or if you are just a caregiver group working and co ordinating your shifts and work as a separated entity.
Also how do you collect your fees charged, one group sum, or each on their own.
The management team in Carson City went so far as to have a person from the state licensure board contact me and tell me that I was operating without a license. I am going to the Secretary of State and report the incident from yesterday and have them investigate. The constant harassment I have endured for not buy "meth" for this manager is beyond belief. I have had to double my B/P medication just to keep my pressure in the high norm that I can handle. I work on my own and so do the people that work with me. They got me on the work "for" and "with". The woman that called for me yesterday said that I had been being searched for for over a year. When I phoned back, the person you turn your complaint into, had never even heard of me. She is the one that should have gotten my name and she knew nothing about it. Never trust a druggie!!!!
The reason for this is because FIG is trying to change the business model yet again and have their own in-house assisted living in the buildings...it's just another way to soak the residents for more money. So needless to say you and any other caregiver working in the building is in competition with FIG so they will use any means necessary to run you out.
The reason for what is happening to me is that I would not purchase drugs for a manager. I am back strong and ready to attack today! They had me going until the puzzle pieces started fitting into place. They are going out into other facilities and asking about me. The manager makes a co-manager go with him so he can protect his wife. I am including that in my complaint to the Secretary of State. They had me so upset that I was vomitting yesterday! Payback is hell!!!!
I am so sorry to hear that this is what it is about. I have never dealt with a manager who was using drugs, just the egomaniacs and thief. I hope you win your day. I have heard where in another facility, the so called manager accused a co of having stolen drugs from a resident and called the police, this person had been with the company for awhile and I guess had a good rep, they packed up and left. I never did hear if they went to another community or if they quit. So many bad things going on.
I would definately make sure I documented anything you do while in the community and any other helpers, like the communication logs we always kept. Date it, time and apt # and resident name. Memory is hard to come up with sometimes, but line by line is proof.
Also if you are dealing with a residents meds you need to keep them in a locked box if you think there is a reason for them being under control in case of double dipping for the more memory impaired residents. We had one resident who complained someone stole her methadone, hard to prove who did it, or if she was double dipping, she did not want to call police and report it missing, so it go either way on that one. Reputation is a terrible thing to have ruined, and a close relationship with the family may make a differance in the future.
I assume you must be a caregiver in other communities in your area and not just in the Holiday property.
I say to keep names and everything confidential!! Past accusations prove me right!! My friend started this while she was staying with me and now I am in control. Too bad I have the truth to bury!!!
I found out that I have been cheated on holiday pay. I also got cheated on the raise. Why is this company so bad at picking managers? From my experience, the managers will screw you over or stab you in the back the first chance they get. Oh, I just remembered... I became eligible for new shoes and have yet to receive anything.
I hated the shoe problem sent back 3 pairs sooo stiff like cardboard and never fit right
My husband and I have recently applied for a community manager position with Holiday Retirement and now are wondering if we should pursue the interview process? Thanks for any input you might have.
IF you have read the blog and you still feel it is right for you - go for it. I will only say what I have advised previously and that is to tuck away part of each paycheck for "walking money" just in case. You do not get much advance notice to move.
I am laying in my bed reading this blog wondering where we will go... We were managers at our community up until this morning where I was fired... All I can say is this company does not care about the residents or the managers and the employees run the show.
My advice is to run as fast as you can away from Holiday!
We have 72 hours to figure out where we are going...
I am so sorry for you. Would you care to elaborate upon just who fired you and what for?
Started with our managers leaving to go to another co. where we had been training under them for 7 months. Instead of giving us the building they brought in another couple who had been with the co less than us. They lost more residents because of that decision. So we believe when Mike Daley figured out his mistake he tried to make it up to us by sending us to a building that is a hornets nest. My husband has 20 years of manager experience me 0. I became an easy target. The employees in this building are in constant tormiol and when new managers come in they do not like to be told what to do. The first time an employee called Mike he called me and said that I was in a fish bowl and that my problem was not what I did or said but my body language. He offered no advice except I needed to change it... A couple of weeks later he came in talk to me and said the exact same thing. By this time I was able to mostly work in the office and marketing and let the most experience managers manage the employees. A couple of weeks after that Mike came in again and wrote me up saying that I had been accused of refusing to feed an employee... Never would I refuse... When we first came into the community, I found out that the servers/housekeepers were angry because we did not get up and serve a resident when they were late.. We were trained at our last community that the servers would get something from the coffee bar when a resident came in late. I went to the managers manuel and saw that we were indeed suppose to be the ones that served them so my husband and I started serving them.
So this last Thursday Mike came in with Regional Chef Micah and handed us our checks saying that he got an email stating that 13 or 14 employees were walking if he didn't terminate me... I've since talked to a server/housekeeper who says she hears everything and has not heard that at all she believes he's lieing...
They have told the residents that we have moved on to find employment elsewhere. So my husband went over and talked to a couple in a cottage and let them know we did not abandon them. They told he that the managers were rated of who was most popular with me 1st, him 2nd, our male co 3rd and the female co was not rated as she is not warm and fuzzy...
So at lease I leave knowing the residents and I really cared for eachother.
I have been told by many to call HR but with reading this blog, I do not know what good that would do.
What do you suggest?
We are the 10th set of managers in the last 2 years...
your story is typical holiday. you got terminated for things you might have done wrong, I can see that. but on the other hand, what I can read between the lines is, that you and your husband have never been properply trained as holiday managers and therefore easy targets to get fired. Did you went thru the entire training manual and did every manager/supervisor/chef/maint/busdriver/activity dir sign off on it. was all that done the proper way? I would use that to argue at least a little bit.
I do not believe that 13+ employees would walk............
We were first sent to a community to learn under a set of managers that they were having issues with but we did not know this. It was a horrible 3 weeks with that set of managers quitting twice. The first time they quit they stood at the microphone and told the residents how awful Holiday was. They were talked into staying which lasted another week before they walked out. I'd have to say I agree about what they said about Holiday not being there for the residents but this couple was a scary couple too... Then we called Bobbie and asked if we could be trained so they ssnt us to train at another community where there were other couples training too. The managers liked us so asked if we'd stay and be their Co's, so no we never were trained in the kitchen, as housekeepers or servers, just in the office. We would jump up and help serve when need at that community and got along great with the employees.
Then we came to where the inmates are running the facility and corporate is letting them..
I don't get it! I had a e-mail from an employee that likes me and he said that they hate all managers and it just didn't matter what I tried to do...
At lease he said he will miss us!
I just came across my posting and thought I'd give an update. Since I was terminated from Holiday, I won my unemployment that they tried to fight and stayed on it until my monies were used up!
The 13 or 14 employees that we were told were going to walk were 3. I got the answer when the RD (Mike Daley) couldn't bother to show up so he sent Regional Chef Micah so I had the pleasure of cross examining Micah and got my answers!
My husband and I are now with another company doing the same job in Tigard and loving it!
So sad that Holiday is still going strong...
Loving our new community and employer!
Thanks for the update. I am so glad that you are loving where you are now. Stay happy.
Ditto. My wife and I were given the same bad treatment even though we were credited with being in the top 5% for census growth in Holiday. We had an outstanding record but when we asked to be floating managers our regional director, Mike Bardelmier got mad because he wanted us to stay in place. So he blackballed us and gave us two days to move out. Ironically, it was our census growth that helped get him promoted to Eastern Managment. In addition, the company is giving the impression to familes that they can provide assistance in house. So much so, that most of the residents need higher care. One such case contributed to the death of a wandering resident who was struck by four hit-and-run drivers. This policy should be investigated as Elder Abuse." I wouldn't work for this company again if they paid me a million dollars.
I am so glad I found this site. My
husband and I have been out of work for three years. We applied at Holiday and had three different persons interview us.
We were very qualified for the position
but the last man to interview us said he
had Mn,Ia,Wis Ne.and Ill. He was not very professional and called us on a Sunday
which seemed odd and then we never heard back from him as he said he would contact us the next Tues. The company was no longer using the interviewing company that they had used when were first interviewed. My husband had the number of the lady that had contacted us and called her and she relayed the message to him since he didn't respond to our email to him . He said that he
had thought someone else had responded to us that they were not considering us.
It was all very weird but we do have a strong belief in God and after reading all the info on Holiday I am so glad
God was watching over us as we don't need to work for an unethical company.
Please save yourself the heartache and the headache. Any job would be better than working for Holiday. You will never be appreciated for working 18 hour days and you will never be able to make them happy unless you're getting at least 10 new move ins each month. They have no respect for staff - and you will quickly become replaceable. Tim Hortons treats people better !!
Lets all just agree! Holiday/fortress sucks and has to be brought down....
I have finally managed to clear a couple of hours in order to catch up here. I have the day off and my wife is at work, the laundry is in the washer, dishes are done, so here we go.
I will begin with some interesting news I received earlier this week.
There is a former California Holiday Retirement Chef who was terminated. This chef believed a wrong had been done and had the courage to tackle the problem. This person filed a complaint with the Labor Board seeking a solution and the complaint was settled by a mediator. The former employee received full amount plus penalties.
This chef received three (3) years back wages at eight (8) hours/week overtime pay - which added up to a tidy sum. This was based on a regular work week and did not take into account any other overtime. The chef is scheduled 48 hours per week and is considered exempt from overtime. However, the work is predominantly hands-on as the chef covers four cook shifts a week, for a total of thirty-two hours weekly. This fails the executive exemption test, which reads as follows in the California Labor Code Order No. 5-2001, Regulating Wages, Hours, and Working Conditions in the Public Housekeeping Industry.
Executive Exemption.
A person employed in an executive capacity means any employee:
(a) Whose duties and responsibilities involve the management of the enterprise in which he or she is employed or of a customarily recognized department or subdivision thereof; and
(b) Who customarily and regularly directs the work of two or more other employees therein; and
(c) Who has the authority to hire or fire other employees or whose suggestions and recommendations as to the hiring or firing and as to the advancement and promotion of any other change of status of other employees will be given particular weight; and
(d) Who customarily and regularly exercises discretion and independent judgment; and
(e) Who is primarily engaged in duties which meet the test of the exemption. The activities constituting exempt work and non-exempt work shall be construed in the same manner as such items are construed in the following regulations under the Fair Labor Standards Act effective as of the date of this order: 29 C. F. R. Sections 541.102, 541 104-111, and 541.115-116. Exempt work shall include, for example, all work which is properly viewed as a means for carrying out exempt functions. The work actually performed by the employee during the course of the work week must, first and foremost, be examined and the amount of time the employee spends on such work, together with the employer's realistic expectations and the realistic requirements of the job, shall be considered in determining whether the employee satisfies this requirement.
Congratulations to this person are in order. The chef has contacted Barron E. Ramos (http://www.yourclasscounsel.com), who is interested in talking with other chefs. What this chef did took courage, big courage. When David goes against a Goliath, and does so alone, it can be a devastating process. This person proves it can be done. There was no attorney involved here - the individual filed a complaint with the Labor Board and the board did its investigation.
Although this case took place in California the Labor Laws in other states are closely similar. Nothing ventured - nothing gained. I will leave it up to the individual I speak of to make his/her name and/or story known to others as that is not my option.
As the chef in question I assure you the above story is true and correct. I went to the Labor Board and told them I worked hands-on 32/hrs/week out of 48 and documented going back 3 years ( that is how far a claim can go) 8 hours a week at 1.5 times the pay rate, adjusting for raises/cost-of-living adjustments. I itemized each period and added up the total. This was checked for accuracy at mediation which was attended by myself, a deputy labor comissioner, and a Holiday attorney. Holiday attempted to settle with me that day for 1/2 of the specified amount. I informed the attorney that I wished to proceed to hearing, which was then scheduled at a later date. Holiday then paid the full amount plus penalties a week before the hearing. Had I settled I would have been prohibited from further discussion of the case. The process took about three months from start to finish. The Labor Code clearly states that "the work actually performed by the employee during the course of the work week must, first and foremost,be examined.." Please read the text for yourself.
I enjoyed a cameraderie of my fellow chefs that I will treasure for a lifetime. We trusted and helped each other and our respective staffs. We traveled and covered for each other when necessary. For someone to work that hard and to be treated basically as an indentured servant is shameful and disheartening. The kitchen is the heartbeat of the community. The chef deserves a little help and rest. I assure you, a good chef cares and could do an even better job with a little support. What the Holiday chef does is nothing short of heroic, along with the managers, co's and everyone else. My sincere hope is that you are encouraged by my story to do something about your situation. It is going to take a concerted effort to take a stand against the hellish expectations handed down from corporate. People are truly "drowning in overtime".
As I said, I do so admire your courage! It takes a special mind-frame to do what you did. There is indeed a lesson here for others - you can't hope, or expect, to achieve anything unless you first determine you will reach for it. I urge others to go back and slowly absorb what you wrote. It is something others can also accomplish if they feel wronged.
Since I do not believe your employment was considered by the Labor Board or Holiday Retirement as an "exceptional exception" this tells me that a realization of fair wage failure was recognized by the company, but ignored until it was brought to light. It does make one wonder, doesn't it. I rather doubt that Holiday Retirement is going to voluntarily review the wages paid, but due to your action they are now aware the 'cat-is-out-of-the-bag' and what can happen. There is a tremendous amount of monies at stake here for improper payments of work time.
I wonder how this affects the Executive Exemption status of the other management salaried?
I would like to ask you what sparked your decision to file with the Labor Board? Most of us may gripe a little about working long hours and being underpaid, but that's all we do. Something caused you to feel you had a valid complaint and act upon it - what was it?
I started with Holiday as a PM Cook and worked my way up to Sous Chef and eventually to Executive Chef. Within this time frame I left and went into retail at a well-known restaurant chain, where I was promoted to Assistant Kitchen Manager. I was paid hourly for this position. The floor managers and kitchen managers, while occasionally working hands-on primairily directed others out of absolute necessity to keep things running smoothly. As a manager you are continually asked questions and expected to handle situations as they occur, i.e. staff shortages, etc. Nowhere else have I seen a manager required to cover a cook shift in addition to doing managerial duties.
I remember being on a conference call and the question of overtime coming up from one of the chefs, which was met by a chorus of(myself included)"it goes with the territory")and so how do we do this?well we come in early and stay late and that is what a good chef does, end of story. You know I just began to wonder at a job which seems like 2 jobs sandwiched together.
Just want to clarify that I worked at Holiday for 2 1/2 years as a PM Cook, left and went into retail for a year and a half, then returned to Holiday as a Sous Chef, worked 6 months in that position, then was promoted to Executive Chef and worked 3 years in that position. The claim was based entirely on Holiday wages. I am currently employed within the same restaurant chain that I initially left.
Thankfully I stayed on good terms there.
I have been extremely cautious in disclosing anything regarding this case to anyone. Only my immediate family and a few trusted friends have any knowledge at all about it. I have publicly commented only on this blog because at this point I sincerely feel it is my duty to do so. To work for Holiday during the Colson era and after I can tell you there was a definite paradigm shift. If corporate would just try to fit into a community better. Every place, every city has regional differences and flavor. I don't know the answer. But there has to be a better way to take care of our seniors.
They feel the shifts and waves. They were raised to trust those in authority.
To repeatedly violate that trust is a travesty. They just want a safe decent place to live with good hot food and people who are not too stressed out to care. They practically adopt the staff.
It's just sad. I'll never forget my "grandmas and grandpas".Someone with a heart will come up with a better way.
Wow, it’s about time someone spoke up on this issue. For the whole six months we worked for Holiday it was hard to understand that we worked for only $2.78 per hour. But, with the other perks we did not complain. But after we left and had time to research the wage and hour laws realized that 3 hours of our day serving coffee fell under the non exempt laws because we were actually acting as servers. And of course if I remember correctly no where in the job description does it say that you are required to serve coffee. There was no lunch time given to managers as we worked straight through. Unfortunately managers don’t punch time clocks, so to be able to add up true hours worked in any given week would be difficult. But, those managers that had to work without co’s for weeks or even months on end would have a serious case according to this labor code. It’s really nice to see that someone finally got just reward for the abusive workplace that is going on at Holiday. Congratulations California Chef!
You arent always serving coffee maybe 1 of you while the other is serving or helping in the kitchen because of a employee calling in sick. Plus we worked several months without co's
WE worked at Holiday Retirement for several years. We realized it took you one day to recover after you worked to 24 hour days the other managers were off.
WE also realized, if lucky you received 1/2 of the holidays off.
And, you NEVER worked a 40 or 48 hour week.
We were at one building where the managers took a week off every month.
They wanted to visit their relatives.
In return, they gave US a week off off.
That was something we all looked forward to even though we had a 24-hour a day---7 day a week schedule before the week off. This couple got transferred and the next regional manager fired them.
Right now, with the present schedule, there is nothing to help you look forward to the following week or month.
I find it hard to believe that someone in the media (TV/Print) has not latched onto this whole story. Why hasn't some TV news magazine done a report on this complete with interviews and some confrontation of management -- even if they decline to comment on camera? It is unbelievable to me that no one in the media has 'made hay' with all these reports and instances of abuse. Anyone have some media connections?
Anyone know what happened with Dateline NBC?
Most large cities (or regions of a state) have the large national news TV stations (CBS, NBC, ABC) that are MOST eager for substantive news tips. Tips can be reported anonymously. Topics that are meaty enough to attract broad attention are most welcome. An investigation of Holiday Retirement practices has the potential of attracting NATIONAL attention, both as an expose' of a single company's business practices and as a trend of shoddy industry practices affecting a growing aging population. I'd suggest everyone alert their local news channels of this topic, and those of you with factual information, stats, experiences that can be proven make yourselves and your substantiating information available. Surely one of these media outlets will realize it is a HOT topic and pop it in a big way. Be sure to provide the web address for this blog!
Just wondering as a manager why does Holiday place on your pay check that you work 80 hours every two weeks and then they schedule you min. of 96
I will quote a direct statement made to me from home office on that very same question - "You are paid for 40 hours, scheduled for 48, but expected to work at least 60."
Here is the schedule we work:
Co-Manager
Sunday & Monday OFF
Tuesday --- 11:30 to 8:00 --8 1/2 hrs
Wednesday-- 7:30 to 3:30 --8 hrs
Thursday -- 11:30 to 8:00 --8 hrs
Friday ---- 7:30 to 8:00 --12 1/2 hrs
Saturday--- 7:30 to 8:00 --12 1/2 hrs
On Call 33 1/2 hours per week
Actual work 49 1/2 hours per week
On the morning you start at 7:30am, you usually get up at 6am to open the front door and make sure the kitchen is open.
YOUR ARE BASICALLY A SLAVE TO HOLIDAY RETIREMENT. While on call--you can't go anywhere, do anything or even safely have a beer or two.
The person who said you worked a whole week by yourself and then received a week off in return is something you could at least look forward to.
To make people happy...to get a dedicated staff and to keep employees for more than a year or two---Holiday needs to revamp the work schedule.
Here is the latest ad for Holiday recruitment.
Sounds wonderful.
5 days from 6:45am to 9pm.
12 1/2 hours each day.
61 1/2 be week....
JUST THE JOB I WANT
A Day in the Life
The Community follows a general schedule, but you'll need to expect the unexpected on a daily basis. Community Lead Managers and Co-Managers work out staggered shifts to ensure complete coverage.
6:45 AM: Walk the property inside and out to look for anything that needs attention, like a broken sprinkler.
7:00 AM: Make a fresh pot of coffee for the early birds.
7:30 to 8:30 AM: Help serve breakfast. Meals are a special time for socializing at each Community, and you'll help at breakfast, lunch and dinner by pouring coffee, replenishing service carts or contributing in other ways. If a server (or any other staff member) calls in sick, you may fill in.
8:30 to 11:30 AM: Conduct marketing activities such as answering phone calls or taking prospective residents and their families on a tour. Often during a tour the current residents will do the marketing for you, introducing themselves to the gests and letting them know how much they enjoy the Holiday lifestyle.
12 noon to 1 PM: Help out with lunch.
1 PM to 5:30 PM: Assist with activities. Most organized activities take place in the afternoons, such as WiiTM bowling, educational lectures, outings and much more. While the Enrichment Coordinator facilities these activities, we'll look to you to play an active role as well.
5:30 to 6:30 PM: Help with dinner.
6:30 to 9 PM: Schedule staff, process AR or AP paperwork, handle human resources issues, and more.
9 PM: Lock up the building.
It should be a most interesting year with Fortress and Holiday Retirement.
I find it intriguing as I search the internet that there are more reviews on Holiday Retirement Corporation than the other major retirement companies combined. And, surprisingly enough, most of those reviews are less than flattering. From Ripoff to Glassdoor it is the same and I am not counting this blog at all in that research. In the pros and cons Holiday Retirement clearly takes the lead in bad reviews. That needs to change. If anyone disputes my findings and can prove it I stand ready to applaud them and apologize - but first prove me wrong.
Fig sits at $5.71 per share as of today. I predict a major fiasco coming this year involving FIG takeovers which will bring a very strong downsurge. Sources inform me of another Holiday employee disruption poised to occur and yet another revamp of the marketing ploys. We shall see. Sooner or later they have to get it right, don't they?
I still believe in "The Touch" and what it can accomplish. I believe it very strongly. My wife and I use the Touch techniques we learned at Leadership every single day in numerous ways. It proves up time after time. I still clearly recall the vividness of the presentations as we hung on every word. Every person at Leadership felt the power during that week. We tucked it in and cherished it - and it brings pleasure to others on a daily basis because we believe in it. This cannot be taken away. For this alone my wife and I will always be so grateful to Holiday Retirement. We were shown how it should be and how it could be. That inspiring concept as given to us by those at home office is a money making machine! Respect, caring, honesty, and love has always proven to be a profitable concept.
Somewhere in an office a worker bee is scanning files looking for discrepancies. Trust me on this. Once a government entity gets a whiff of something wrong a massive set of wheels gets set in motion. These wheels grind slow, but they grind inexorably. An Executive Chef is given three years back wages by a company to keep a complaint from going to a final hearing before the Labor Board. Every company chef is now aware that they may be sitting on thirty to forty thousand dollars in back wages owed them, plus penalties. If the Executive Chef, a salaried member of the management team, does not meet the Executive Exception test then one wonders whether the co-managers and managers also fall under the same situation. Another complaint is allegedly taken up by the NAACP because of company racism. A class action is wending its way through the court system, the first of how many since the door is now opened.
More and more news of alleged mistreatment of the elderly is becoming publicized.
And that worker bee in the office going over files has a very good sense of what to look for.
Here is an informative site you might enjoy reading. Some of you may know Art Carr.
http://progressiveretirement.wordpress.com/
Have you ever had something bother you so much you can't get it out of your head?
Remember the comment(s) by Civil Rights and her story about the problems experienced with their Holiday Retirement employment and racism? The more I followed the research into this story the more concerned I became. The author has a Facebook page where she tells her story and publicly adds her name and telephone number, so I feel comfortable using her name here along with her story. I will post the addy at the end of this comment for those who have yet to read it.
This lady happens to be a female African/American who was bluntly refused a transfer to a community because she is black. The rest of her story has enough wrongs done to her and her husband to aggravate most of us. Her co-manager apartment was entered by the managers during an absence where nude photos were allegedly stolen and posted on the internet. I will stay away from most of her story as you can read it yourself.
Holiday Retirement policy clearly states the standard employment factors of race, national origin, etc. etc. Yet this company apparently played the race card resulting in a deterrent to transfer for an employee. The new "memo" from Jack R. Callison Jr. to employees stresses the over 50% veterans as move-ins at communities. Research has shown that Fortress (indirectly Holiday Retirement) receives monies from the Veterans Administration/Government for various services beside move-ins. Federal law clearly prohibits certain discriminatory practices because of race or religion, especially when the government agency involved fosters such practices, however distanced.
By the way, Mrs Flynn is a Navy veteran and Mr. Flynn is an Air Force veteran. She was good enough to serve our country and good enough to fight for our freedoms - but apparently she is not good enough to work in certain Holiday Retirement Corporation communities. Why not? Because she is black and would not be accepted in one of their communities was the claimed response. This simply keeps ringing loudly in my head. Doesn't she at least have the right of an opportunity to be accepted at any community Holiday Retirement has, or to earn the acceptance once she is there by doing her job in a professional manner according to company guidelines? Holiday Retirement found this couple qualified to be hired and trained as future managers, but did Holiday Retirement inform them that their options were restricted because one of them was the wrong skin color? BOLI (Oregon Bureau of Labor and Industry) has taken her complaint and is moving forward with it. She also contacted the NAACP and EEOC for help. She made her story public on Facebook, as well as this blog.
Now I find myself contacting legal eagles that I know, as well as government officials I am acquainted with, regarding this situation. I ask each one the same questions: How can the Veterans Administration have any dealings with a company which is in a purported violation of federal rules? If any money or contract to an entity occurs once the VA/Government has knowledge of racial discrimination by said entity is it then itself in violation of the law? How can any VA benefits be used to aid vets enter into a residency where said violations are practiced? And, according to acquaintances of mine who are vets themselves, they are as concerned about this as I am - and you should be. The overwhelming response is that it is definitely not condoned, not allowed, and an investigation needs to be conducted.
How many African/Americans work for this company in a management position? How many African/Americans are in upper management at home office? My wife and I both recall an elderly lady my wife took on a tour of the community where we were co-managers. We were told to quickly conduct the tour and politely turn her and her family aside because the residents would not want a black person living there - and neither did the managers. I realize this still happens in our society, but I do not have to be a part of such. We did everything we could to get that lady into our community but she felt it best to defer. She told us she did not wish to be the "only person of color in the building".
As I said earlier it is bad enough what happened to these two initially. I thought we had made significant progress in interracial employment, etc. Apparently some of us have not. In all fairness to the company it appears their claim was that the couple were terminated for "breach of confidentiality", which is denied by the couple. This does not negate the employment factors of refusal. The husband receives his unemployment benefits, but the wife is so far denied benefits even though both were terminated for the same reasons. Our veterans deserve better than this and I don't care what nationality they are. Any person deserves better than this, regardless of race. I will stand beside someone when a wrong like this is being done, even if there are only three of us standing together at first - the wronged individual, my wife, and me.
When a vet is wounded in battle that vet does not see a skin color when screaming for a medic. Skin color restrictions in today's business world are against the law, and against our society! I can have my private feelings against anything or anyone, but I cannot allow my personal and private feelings to cause another to suffer because I acted upon them in a business setting.
http://www.facebook.com/pages/The-Holiday-Bad-Touch/156553431056924?v=info#1/The-Holiday-Bad_Touch/156553431056924?v=info
During my time with holiday, I witnessed similar incidents in nature. DL, I really hope, with your knowledge and expertise, that you can give helpful advise to Mrs. Flynn. Thank you
Thank you DL for all that you've done for me. Things are going pretty good for myself and my hubbie with the BOLI and we have collected all of our unemployment, even after Mike Daley showed up for the phone interview to contest it. He only made our case stronger.
Right now we are waiting for our BOLI lawyer to do the rest of his interviews. We now have a home in Fife, WA, and a job with a storage company. We have truly been blessed, going from camping out in the woods with no prospects, to having a nice apartment with a no stress job. Holiday retirement still haunts my dreams (literally) but everyday, I make myself go outside after I get off work, and take a nice long stroll with my hubbie. It reminds me that this life is his and mine now, and the pain of Holiday is over.
But their pain has just began
I am so happy for the two of you. I hope your nightmares ease and you can truly enjoy yourself again. Holiday answered my Aunt letter about the harassment and now wnat us to provide letters stating that I have not been banned from the building. silly people!!!
Thanks for giving an update, I'm very happy for you and your husband. Indeed, there is life after Holiday and I hope that all those who have been harmed by this company can get to that same place.
Please note I have closed the comment ability for parts 1,2,& 3. They are archived and available to read or print out, but once the comment numbers pass eleven hundred (1100) the resultant slow down affects everything. Thanks, dlcharles
While we were managers we interviewed a fantastic couple who we really wanted to hire as our cos, and our regional would NOT let us, and their reason was plain and simple, they are black and don't fit in with Holiday.
So, if your regional would not allow you to hire a co' couple that is not white, did he allow non white residents to move into your facility? Are there non white residents in your facility, region,division?
Good questions!
I sure hope you have reported this to the NAACP or if you did not, please do so. This is AMERICA we are all HUMAN BEINGS no matter what color the skin might be. I hope that Rd is still with FIG so that the NAACP can really come down hard on Holiday.
You don't want managers that are loud and/or obnoxious.
Ditto, 3 Hispanic's were terminated at the Voorhess NJ retirement center, all at one time. We need a discrimenation lawsuit.
JL
Yes we had about six residents that were of color, and were some of our best residents. They were there when that RD took over the region. As far as that couple we wanted hired, we argued with the RD about them to the point of almost getting fired because of it.
wow, did that RD ever mention something about the non white residents?
No
Does anyone know what happened or where Joy and Dwayne Faircloth and/or Bill and Dixie Simmons are now?
The Faircloths are with Hawthorn Retirement - not certain of the precise location.
Last time I talked to them, a month or so ago, they are working for Hawthorn and are opening a new building up in Ashville SC
Dixie is in Austin.
As a resident I am appalled at what I have been reading for the past year. I live in Oregon and have visited several of the communities in this country. They certainly are differant. If my rent goes up 5% again this year I will be looking for a differant place to live although I love it here.
I'm so sorry Elizabeth! Just know that when they come with that 5$ or more increase that you can threat to move out and they will cut it down or not raise it at all!!!!
So sad that it is not about the residents as it should be! You are the actual employer not corporate.
Elizabeth, if you are close to Eugene, go look at Garden Way!! If in Portland, try Summerfield Estates in Tigard. We will take good care of you!!! Reply here if you visit!!
Can anybody confirm that a company Veterans Express has been hired to handle all vewterans pensions for Holiday now? It is a website and at one time worked under another name before running into problems.
Veterans Express charges an annual fee to review the documents after community personnel do the preliminary work. Some communities have already signed on with them and others are being encouraged to do so.
The thought is that a lot of vets can't afford the high prices that attorneys charge so they get left behind. If they can't pay the exorbitant fees and most can't wade through the mounds of paperwork, then they fall through the cracks.
A little fun:
Dinner Invocation
This lady, a resident of a retirement community, was asked to give the invocation at a dinner/convention of retirement community managers. She does so, but then decides to add a few words of her own as a part of her invocation. Enjoy!
Click on:
http://www.caregiverstress.com/2010/07/a-reminder-that-laughter-is-the-best-medicine/
Thanks for the info.Is Dixie still with Holiday?
Yes she is.
Does anyone know about Emeritus facilities, especially in the West? Stability, training, staff turn-over, quality of care, pricing? If you'd rather not respond to the blog, feel free to e-mail me at JosephXGrace@gmail.com Thanks in advance.
I’ve heard good things about the Emeritus facilities the two we visited were independent living and assisted. There was an Executive Director, not couples, buildings were nicer, rents comparable for independent living. However, they determine how much assistance you need so rents can go up quickly. The reviews by staff are good also and the company does seem to care about it’s employees. I wonder why I still read this blog, we have been away from Holiday for months, and very happy managing our new property, we are at 100% with a waiting list with no micro managing, none. But, I still miss our seniors, and anxiously awaiting the train wreck that will surely come to Holiday Retirement. The media and lawyers don’t seem to want to touch it, too big and spread out. They need Dexter to clean it up.
Or Sterling Cooper Draper Price to create an ad campaign...lol
So where are you working now?
We are back in Vancouver, WA. managing a multi-family apartment community. I'm enjoying a normal 9-5, 5 days a week schedule for the most part.
Emeritus is not an ethical company. I worked there. Their bottom line is profit at any cost. They work their sales people and community staff to death while the regional and corporate managers brag about going to parties in Seattle. There is a lot of paperwork, documentation with Emeritus--extreme micromanagement. They do not put the residents first. Sunrise might be better but I'm not sure if all of the major senior community companies are getting like this since many of them were bought out by NYSE companies.
OOOOOhhhhh my goodness - I am a Holiday employee since October now and cannot thank this blog enough for stating what I've thought is the obvious but what no one talks about. I have managers that started back in late spring who think the same as the "MY" managers talked about earlier, however, NO COMPASSION, no caring, no people skills, spend all their time working on the physical building all the while losing any respect, trust, like from any one working with or for them because one stays in the office hiding and her partner is thee most rude, unstable person I've ever met yet they manage, and the RD has nothing to say or do
We just left Holiday about 6 months ago. This company is a big mess. The last building we were co's in The managers would take turns sleeping in and after the coffee was served in the AM he would go back into his apt and leave the phone to be answered by the EC and tours too and one day she had a tour and the maintenance guy had to take the phone. She had to find him on the roof fixing the AC so his hands are all covered with grease. I was told by him that it is common for him to be given the pager in case there is a resident emergance while the manager isnt around. The managers would close the office door so the residents would not "bother" them. One day while I was in the office with the other manager a resident came in and asked just a simple question, She was told repeatedly to go see the EC. When the res left the manager said " I cant stand being botherd by the residents that is EC's job. The residents had to beg to get flowers hung out side the building and that was in June. The managers there put NO effort into making it special for the residents but make it sound like ther care to the DM. I could go on and on at what all is wrong in this building but the people that you would think want to know how thier buisness is run do not really care. So hay if they dont mind that meal money is used for other things while the petty cach can not be touched and how residents are realy treated then there is nothing more that I can do. We gave it our very best. Feeling robbed that Holiday took so much of our lives away. Slaves we were. Scammers we are not and that is why we left. We do not want to be a part of the dishonesty. Especialy when we are asked to lie to the res. We will not.
Can anyone tell me what the relationship is between Harvest Holdings and Holiday Retirement? Both appear to be headquartered on McGilchrist St. in Salem.
Harvest is the legal name
Harvest Holdings is one of the holding companies created when Fortress purchased Holiday. Harvest Holdings is the company which controls the properties (communities). There are, as I recall, three layers of financial management. Harvest Holdings is toward the top. It's been a few years, perhaps someone closer in time to accounting and fiscal management can clearify.
You have to read the small prints.
OK, so facilities that list themselves as "Harvest" are going to exhibit the same management practices as those listing themselves as "Holiday Retirement." I continue to look for well-managed, affordable independent living facilities +/- continuous care operations in a radius of maybe 30 miles around Portland, OR. Advice???
All Holiday communities are managed with the same top down management style, it has nothing to do with Harvest Holdings. All those fancy holding groups are just for financial management not operational management. In the Portland area there a many very nice Independant living and CC communities. Although I don't know any within 30 miles of Portland, I know of several in the Salem area. Look at the small companies, they are more likely to exibit the "touch" or something like it. Look for managers/administrators that stay for a while and try to talk to some residents. It is not all good in most places, but if you try you can find some real nice places. Good luck.
I don't know about Harvest Holdings but I do know that Harvest Leasing LLC was part of the endorsements on my monthly rental checks along with the name of the Holiday Retirement Corporation community in which I live.
Actually the checks say "Harvest Management LLC"
Some time back, December I believe, someone posted that 30 more people were termimnated at Salem. Someone else stated that Home Office was moving to Chicago. Any truth to this? If more info was provided I missed it.
I did not see anymore info either.
I can't vouch for the 30 number put forth for people let go in December. And really did not see the usual security patrol in evidence after previous layoffs. I know of only 1 for the December layoff; He was the VP of Maintenance, Bill Robards. My sources are rather few now, most have been laid off by now, but I have very good confidence in that name.
I drive by the office everyday on my way home from work, I'll let you know when thay start packing for Chicago.
I wanna work with professionals who know what the touch is, was and forever will be.
Ditto!
hey Charles, I can tell from your picture that you are propaply retiring very soon, but until then, I guess we have to find a way to work together.
I officially "retired" January of 2000 after over thirty years with an international company. My wife and I both still work and will probably do so until we die on the job. Each of us managed two, and sometimes three, careers at the same time.
Holiday Retirement giving seniors a break with lifetime rent freeze
1/7/2011
Download
For a limited time, a select number of Holiday Retirement communities are hoping to provide some relief. Between Jan. 1 and Jan. 31, any senior who moves into one of 20 communities listed below will receive a rent freeze for life, which is a guarantee that the monthly rent will never increase.
I found that on holidatouch.com
I wonder if residents who are living at holiday communities for years will get some incentives as well?
Can't find anyone mentioning rent rates, which has become a big factor now with many residents. Who sets the rates, corporate? If so, then do managers have latitude to raise or lower at their "discretion" for new residents?
How are basic rents for each type of apartment decided, by square footage? Or just off the top of someone's head? It surely appears that way.
Reply to this.
I can only comment of what I know from the “old days” prior to FIG.
All rates were set by home office as well as all rent increases were determined by home office. Community managers have absolutely nothing to say about the rent increases. They are just there to present the resident with the increase, get them to sign the acknowledgement and fax it back to home office. In the past, if a resident became financially incapable to meeting the rent obligation, a “hardship” request could be filed via the Regional Director and home office.
Currently it is my understanding that the rent increases for 2011 will be 6% for existing residents. If a resident can no longer afford it, “too bad – move out” is the attitude from Holiday.
The rents are based on Square footage of the apartments and these days it is my understanding that all apartments on first floor are going to be charged a surcharge of $ 100.00 p/month because of the convenience of the location i.e. first floor.
I hope this answers your question.
I don't know where you get your information from, but this is absolutely wrong. I have been able to get many of my residents approved for hardship request, rent increase reductions and even rent freezes. BTY the increases are averaging 4.3%.
The rent increases will never be the amount that home office desire.. It can always be negotiated.. at least until the nicety of trying to take care of people and their feelings wear off a little..
Does anybody know what criteria Hawthorn is using when they hire some of the previous Holiday Retirement managers and not others? I.E. length of service when Bill owned the company, or maybe record of service with Holiday when Bill owned it or maybe it's all about who you know?? Any insights?
Not a true comment. I found this blog a few months back and was so stunned - that others were living my life (my nightmare) Most people would not believe what we have been through as co-managers. We have held on for about 18 months now but are disgusted, defeated and totally exhausted. Never Never Never work at a lease up community. Will share more as I go but it is as bad as others have said if not worse. Managers don't care, RD's don't care, RSM's don't care. We as co's are on the front lines and as far as the company is concerned low man on the totum pole, in every respect. LOL there is no respect...but we have held on for the residents, because of the economy and job prospects of the day and because we hate to be quiters.
Linny,
To last 18 months as cos under the leadership of the current corporate senior management has to be close to a record. They only expect to get two years out of you, then you'll get your walking papers. There is a policy which states get "them while there stupid".At the two year you've figured out you only got a job not a career, and for all your had work there is no upward advancement. then you have also figured out your RD,MD,RSL etc have absolutely no leadership ability. wWish you luck
I have to say I find it ironic that you say managers don't care. My husband and I were co's for 7 months and swore we would not be like other managers... We made it as GM's for 2 months and got our walking papers as we were sent to a community where the employees are in charge and can say anything they want while the RD does not even look into any aligations... we were the 10th set of managers to go through this community so you'd think the RD even though he is new can figure it out! The residents loved us as we loved them... Sad
We new how exhausting it is for Co's so we made sure they got off early on the days we came back from our days off until they got use to it!
Sounds Like Fort Smith AR
So many comments about specific bad locations and managers. Why not say who they are. Why is everyone so shy to tell it the way it is. But more importantly, please tell us the good ones.
My wife and I have been approached to join as Co's and eventually Managers, but this and a few other sites have given us serious doubts. On paper it looks great, but the devil is in the details.
Are there similar companies that are well run that do offer good career opportunities.
Thanks,
I believe that the reason that you read more negative then positive is that most of the managers that are doing their job correctly don't have time for this blog. My wife and I have with the company for a year and are now managers. We have had for the most part a very positive experience. There will always be things going on with this as well as other companies that are not popular, but overall my wife have enjoyed it very much. Please note this is not like any other job you may have had and it is very challenging at times. The relationships that we have with the residents and staff is great. I could go on and on, but if you want to know more later, I may have time to check back in a week or two as I have a building to run and residents to take care of. I wish you the best.
Thanks for sharing the 'other side'. My wife and I are interested in applying.
PLEASE DO NOT...It's not what you will be trained on...They want you to Lie, and Harass, and Fraud to get ppl's names and address. They even want you to do reverse look ups of buildings to get their address, phone numbers, Etc. They get you to do senior days in zellers, shoppers, and tell ppl that you have a chance to win something. Well when they think they have the chance say to win a dinner for 8 in our Private Dinning room...well guess what THEY ALL WIN! That is fraud, as well A lot of RD"S they tell us managers or co's to add ppl as move inks and they are not. That is fraud, your RD even threatens your job because you are not forcing ppl to move in. You don't meet your move ins per month then all hell brakes loose. So basically they want you to go out on the street and put a gun up to ppl's head to force them in to make them happy.
Oh by the way I am a Canadian!!!!!
The wife and I done that job for a few years, when we hired on the person that hired us ask if we were home owners. When we said yes the reply was good you will have someplace to go to get away. Lucky for us we keep our home because we had a place to go when out of nowhere
we were terminated, unlike others that sold out to move in trusting all the wonderful benefits offered. Only to find out that all that this company and their number crunchers will do is what is better known as (burn them and turn them) they don't care about the residents and they care even less about management teams and it does not matter one little bit what position you are in because a pawn is still a pawn. When we were terminated we done what we were told by the RD (rum dumb) then he had a yes man from inhumane resources do the whacking. As it turned out I think (I know) we won they lost and will continue to lose good people.
If I was you, run like your hair is on fire and never look back.
Until this company changes it has and will continue to get worse!
I cannot resist replying in the hope of getting a more balanced view of reality at Holiday.
I know I will offend "notfromtarget" but a response is warranted. First, "notfromtarget", don't you mean KMart? What does Target have to do with Holiday.
Second. Based on your writing, grammar and writing skills alone it is apparent that you and your wife were "PUREs", Previously Unrecognized Recruiting Errors. Any management job requires clear thinking and clear communication. I would have never hired you based on your poor writing skills alone.
Lastly, "run like your hair is on fire"? Any child knows that if your hair is on fire, the worst thing you can do is run.
I truly hope more credible people will enter the discussion. Yes, I can see this job is challenging, which is part of the allure. Yes, there will be quotas, targets and budgets - thats the way business is run. And yes, Sales will be a priority of the highest order, but I also understand there is a Management Bonus for every movein. Whats the problem there? My fear would be a full building and no opportunity to earn bonuses.
Keep it coming, I want to learn more.
I have to agree as I was thinking the same thing as I read notfromtargets posting... Thinking maybe he was so upset he wasn't thinking straight?
Anyway, my husband and I really actually liked our job even though we did not have the training like anyone else. We started at our first community without any training and found out we were placed with a very disgruntled pair of managers... We were there 3 seeks when the managers quit twice with the 2nd time giving a 20 min speach to the residents why Holiday was such a horrible company before they left during the night. So we called Bobbi Reid and asked her if we could be trained. So we were sent to a training community and hit it off with the managers who then asked us to stay after 3 seeks of training as thier co's. We said yes but then never received the training where you work in each position, get signed off and have someone from corporate come down and evaluate us.
We were then "promoted" to managers at another facility when our managers left to work with another company. We were disapointed as we would have liked to have stayed where the residents were becoming our family.
They sent us to a community where they have gone through 8 sets of managers in 2 years but we did not know this... We quickly found that the employees run the community and do not want managers coming in and trying to get them to run the community the "Holiday way". My husband who is a soft spoken easy to get along with person who has been in management for over 20 years did fine. Me, being outgoing quickly found I myself being eaten alive. My RD Mike called and said he had a call stating it wasn't anything I was doing but it was my body language... 2 weeks later he came in and said the same exact thing. So I figured out who would have said that and went to her and let her know I appreciated all the hard work and I was sorry if I came on to strong. She said it wasn't really anything I had done but it was my body language and it reminded me of her ex husband.
To make a long story short, we lasted 3 months before Mike came in and let us go because he said he got an email say 13 or 14 people were going to walk if he didn't let us go. That would have been the best thing he ever did for that community. We were told that Holiday always fights unemployment... They never did, so we know they know Mike blew it with us.
When we were let go, they told us not to come out of our apartment. Well of course we did and set the story staight as they had our co's who are now the managers announce that we left to take a job elsewhere... How would you like as a resident to think another set just walked out.
We have only been out of work for a month and start our new job this week, but we did love our job.
We did not find it to be to exhausting.
Would do this job again in a heart beat for any other company!
We are current co Managers and we are done!!! they dont care about anything except the next move in you get them and after that they expect more all communicatios with RDS is about sales and goals nothing about the happiness or welfare of current residence . managers who dont care about co managers and think they are their slaves. You know where you are headed when you ask a resident who has been living in a community for 3 years how many managers and co managers have you seen most of them laugh and will tell you anywhere from 7 to 10 . We knew about the long hours and being on call and that wasnt the problem you felt like you were helping your grandparents and got satidfaction from it only to be told you spend too much time with residents they will just slow you down and take too much of your time , even though they pay your salary and all employeees salaries treat them like crap. This company should be held for war crimes for the way they treat employees and residents
Not all managers are the same. We take more nights on call than our co's do.
We make sure they have coverage when we are gone and we are not gone more than 7 days at one time even though we have more vacation hours accrued and could be gone longer.
I wish they had as much respect for us.
We have also exsperinced some good managers that were fair and we worked very well with them ,unfortuneatly they usually move on and then you get selfish self centered idiots on a power trip so i guess it goes both ways good and bad managers and co managers. its just hard to find any of them that has stayed very long and its frustarting constantly changing peopel you work with and the challenges it presents
WOW only 7 days in a row you got the good end of the deal we maybe got 4 days in a stretch in 4 yrs
hi, my husband and i are interviewing for a co-mgr next week. Where in CA are you. I hope to work under a manager such as yourself.
It appears there is another lawsuit filed against Holiday Retirement Corporation from back in 2010. This is Behr vs Holiday Retirement Corporation - filed in the United States District Court of Arizona on March 15 of 2010 - case number 2:2010cv00583 - employment.
I haven't heard any updates regarding other suits in process, but will keep you informed of any changes. Here is another firm which might be of interest. http://www.schneiderwallace.com
Does anyone know if someone has filed a class action lawsuit against Holiday for the GSM's who were promised GM positions and raises? I would be interested in researching this.
Back again. I am sure there are some awesome managers out there - we have not had the good fortune to work under them. Our community is on it's maybe 8th set of managers, about as many co's. We have lasted a longer amount of time than any of them. We personally have worked under the EGOMANIACT TYRANT, THE GOLDEN BOY OF SALES, Now another new set another with major superiority personality issues. The company strung us along as "acting managers for months - knowing all along they were not going too promote us. No extra pay or larger apt for that responsibility. We only agreed because we thought we could finally create an atmosphere of calm in the office and bldg. New managers have arrived with all of thier baggage and took two weeks to settle in, so we were stuck working around the clock for no good reason. NOT looking forward to going back in and dealing with all of the issues. Oh yes, we also have employees that want to write thier own ticket, they will stand and argue about why they can't do something instead of just doing the job. The Chef is one of the worst at that. They have seen so many managers and co's come and go that they have no respect for us and just figure we will be gone soon and they can carry on as usual. Not got the energy left to deal with much more.
I'm sorry to hear about the crappy managers out there. My husband and I were only GM's for 3 months. Stay a Co as long as you can. It is more tiring as a Co but as a manager you make $250 a month more on each check gross. It is not worth it at all! It is all on your head from corporate.
I have to say that it's still amazing to me how much corporate lets the employees run the show.
My heart goes out to the residents who have to have so many different managers!
And to find out that from Regional Chef Micah that they figure the food cost at $3.60 per resident a day, not a meal but a day. The residents pay a lot of money to live there and to not even get close to four star restaraunt food!
Wow, this is unbelievable performance. I have to get them credit. Impressive.
To: Holiday World
Date: February 2, 2011
From: Jack Callison & Bob Donovan
Re: What a Wonderful Way to Ring in the New Year!
Congratulations team! During the fourth quarter of 2010, Holiday Retirement dispelled an age old industry myth that seasonality negatively impacts our ability to lease. You may recall we welcomed just as many new seniors into our communities in the fourth quarter as we did during the record setting pace recorded in the third quarter. Well in January, we dispelled yet another industry myth – that snow blizzards hurt our business. In fact, the recent blizzards across the Southeast, Midwest, Mid-Atlantic, Northeast and Canada actually expedited the decision making process to move into independent living for many of our new residents and their loved ones. It all makes perfect sense when you think about the fact that our residents never have to worry about navigating the icy roads while driving to the store to buy their groceries. They never have to worry about shoveling their driveways in sub-freezing temperatures. They never have to worry about pipes freezing and bursting on their homes. Instead, Holiday residents can bask in the warmth of our communities while leading active social lives and enjoying homemade gourmet meals prepared to their liking. That’s what the Holiday Touch is all about!
We’re excited to report that we shared the Holiday Touch with 1,160 new residents in the month of January, which means our net occupancy grew by another 227 residents. This is the highest number of gross and net move-ins ever recorded in January in Holiday’s 40+ year history and marks the eleventh consecutive month of meaningful occupancy gains…congratulations Holiday Retirement!
We continue to thrive in our efforts to share the Holiday Touch with Veterans and their surviving spouses. Over 50% of our new residents during the month of January were Veterans, a statistic we are very proud of. Thank you for continued your hard work in helping veterans and their families connect with reputable third party providers who help them apply for and receive the benefits they are legally entitled to. This is just one of the many ways we are sharing the Holiday Touch with the broader communities we serve and operate in. Keep up the great work.
We want to recognize the following teams for setting all time records for the most gross and/or net move-ins ever in a single month:
Most Gross MIs Ever Recorded Most Net MIs Ever Recorded
Erselius Region 60 Boje Region 25
Nidd Region 21
The following teams set records for the most gross and/or net move-ins ever recorded during the month of January:
Most Gross MIs Ever Recorded Most Net MIs Ever Recorded
South District 432 South District 102
Midwest District 264 West District 42
West District 200 East District 37
East District 156 Canada District 35
Canada District 108 Erselius Region 30
Luyt Region 70 Boje Region 25
Erselius Region 60 Luyt Region 23
Mahen Region 58 Nidd Region 21
Quintero Region 58 Lease-Up East Region 20
McCracken Region 54 Knaggs Region 20
Young Region 53 Collingwood Region 13
Knaggs Region 52 Myers Region 10
Collingwood Region 52 Daley Region 8
Boje Region 48 Mahen Region 8
Reed Region 47 Eliscu Region 8
Daley Region 45 McCracken Region 5
Nidd Region 45
Scharfenberg Region 41
Myers Region 40
Mischak Region 40
Lease-Up East Region 39
Eliscu Region 38
Perras Region 37
We also want to recognize our top performing communities who recorded the highest number of Veteran move-ins and Resident Referral move-ins during the month of January. These communities are doing an exemplary job executing Holiday’s best practices in lead generation and conversion. As Aristotle once said, “We are what we repeatedly do; Excellence, therefore, is not an act but a habit”. It’s no surprise to us that these select communities are on top of the leaderboards given that they make our lead generation and conversion best practices a habit, week in and week out.
Most Veteran MIs This Month Most PDR/Resident Referral MIs This Month
Montara Meadows Las Vegas, NV 9 Madison Sun City West, AZ 6
Silver Arrow Estates Broken Arrow, OK 8 Beaverdale Estates Des Moines, IA 6
Crescent Heights Concord, NC 8 Madison Estates San Antonio, TX 4
South Colleyvine Ranch Grapevine, TX 7 Curtis Creek Quincy, IL 4
Beaverdale Estates Des Moines, IA 7 Clairmont Amarillo, TX 3
Bear Canyon Estates Albuquerque, NM 6 Ventura Place Lubbock, TX 3
Golden Mesa Las Cruces, NM 6 Vista Del Rio Peoria, AZ 3
Lake Ridge Village Eustis, FL 6 Charbonneau Kennewick, WA 3
Carmel Place Charlotte, NC 6
Peninsula Gig Harbor, WA 6
The following communities contributed the highest total number of gross and net move-ins during the month of January. Please join us in congratulating these teams for the tremendous job they did sharing the Holiday Touch with new seniors this month!
Most Gross MIs This Month Most Net MIs This Month
Hawaii Kai Honolulu, HI 13 Madison Estates San Antonio, TX 11
Madison Estates San Antonio, TX 12 Montara Meadows Las Vegas, NV 11
Montara Meadows Las Vegas, NV 12 Hawaii Kai Honolulu, HI 10
Lincoln Tower Odessa, TX 11 Beaverdale Estates Des Moines, IA 8
South Colleyvine Ranch Grapevine, TX 11 Lincoln Tower Odessa, TX 7
Bear Canyon Estates Albuquerque, NM 10 South Colleyvine Ranch Grapevine, TX 7
Silver Arrow Estates Broken Arrow, OK 10 Bear Canyon Estates Albuquerque, NM 7
Simi Hills Simi Valley, CA 10 Simi Hills Simi Valley, CA 7
Burlington Gardens Burlington, ON 10 Ironwood Estates St Albert, AB 7
Ironwood Estates St Albert, AB 10 Quincy Place Denver, CO 7
Lake Ridge Village Eustis, FL 7
Paradise Springs Spring, TX 7
Peninsula Gig Harbor, WA 7
Longlake Chateau Nanaimo, BC 7
Gresham Manor Gresham, OR 7
And finally, we would like to celebrate the communities that have achieved 95% or higher occupancy. The communities that are in bold are at 100%! Congratulations teams!
95% Occupancy or Higher
COTTONWOOD ESTATES PLANO TX
AZALEA PARK LAKELAND FL
CHURCHILL MANOR EDMONTON AB
CHATEAU DE CHAMPLAIN ST. JOHN NB
COPPERFIELD ESTATES HOUSTON TX
CARLYLE LEES SUMMIT MO
WOODS AT CANCO PORTLAND ME
VALENCIA COMMONS RANCHO CUCAMONGA CA
PINEWOOD HILLS FLOWER MOUND TX
BONAVENTURE VENTURA CA
QUEEN VICTORIA ESTATES REGINA SK
PRIMROSE CHATEAU SASKATOON SK
MARQUETTE EAST LANSING MI
STEGER, LA RESIDENCE SAINT-LAURENT QC
BIRCH HEIGHTS DERRY NH
COUNTRY SQUIRE ST JOSEPH MO
SOUTH WIND HEIGHTS JONESBORO AR
SUMMERFIELD ESTATES SHREVEPORT LA
POLO PARK ESTATES MIDLAND TX
PARKWOOD MEADOWS ROUND ROCK TX
FOREST PINES COLUMBIA SC
MULBERRY ESTATES MOOSE JAW SK
LONGLAKE CHATEAU NANAIMO BC
WHITE OAKS MANCHESTER CT
ECHO RIDGE KNOXVILLE TN
FOX RUN ESTATES ARLINGTON TX
ENGLEWOOD ESTATES AUSTIN TX
BEAR CANYON ESTATES ALBUQUERQUE NM
SILVER ARROW ESTATES BROKEN ARROW OK
ARLINGTON PLAZA ARLINGTON TX
RIVERHEIGHTS TERRACE BRANDON MB
FLEMING POINT GREECE NY
HOLIDAY HILLS ESTATES RAPID CITY SD
BRIARCREST ESTATES BALLWIN MO
OAKMONT CHICO CA
STE. ANNE'S COURT FREDERICTON NB
ROSEWOOD ESTATES TYLER TX
EASTDALE ESTATES MONTGOMERY AL
We are off to an impressive start in our 2011 journey toward full occupancy in each and every one of our 313 communities. Thank you so much for your continued hard work and loyalty. We have no doubt 2011 will be Holiday Retirement’s best year ever! And remember…
“Success is the sum of small efforts, repeated day in and day out.” ~ Robert Collier
I hear that some buildings in the south are allowing snowbirds to move-in for 2 to 4 months. They all move-out by April or May.
I guess its good to have income for 4 months rather than no months.
They will rent to snow birds in a minute you got furniture and move in and out they dont care how long you stay its month to month put a mirror under their nose if it steams up thats a move in
Mr. P;
In all fairness, any lease with Holiday is month to month. When I was with them we had two or three residents who stayed for the winter and then returned to their homes. There is nothing sinister or troubling about it.
What all of us (former and current managers and employees) need to be concerned about is the welfare of the residents. Under the current leadership it appears (to me, anyway) that the average resident throughout the Holiday retirement communities are not getting what they paid for. Letters that my wife and I have received from residents bear witness to that. I am certain that other former managers and co's have received similar disturbing letters.
I don't know... call me crazy, but I don't get how this kind of resident treatment can be allowed to continue. These paying customers are not receiving what has been and is being advertised as "Gracious Retirement Living". What about truth in advertising?
It is because FIG has placed profits above service that the communities have suffered. Their greed has done much to damage many of the communities.
I for one would love to see FIG brought to its knees and forced to correct the wrongs that they have perpetuated against the residents. Perhaps others smarter than I might have some suggestions.
The fallout is coming. Up 55 % at what cost? Change the business model to AL, that is what you are, the problem is you are not staffed to handle it. Current residents are disgusted, the food is salty and horrible, the buildings are in disrepair. Fortress has created a ticking time bomb. I could not believe the sadness and unhappiness among your employees. You all should be ashamed of yourselves. Quality first and the rest will follow, instead Greed, move fast to the IPO at any cost, lets keep throwing ideas see what sticks corporate management. Its awful!!!
I'm a little confused here, to read so often on this blog, how bad the food is. Are the chefs not following foodservice guidelines anymore, or is the foodservice department slipping and does not care what goes on in the field? Get those Regional Chefs back in the buildings to assist the weaker chefs!
The Regional does come in a lot. Micah(western region) is now a puppet and can only do so much... Chef's are hired without having to go to school...
The food is hit and miss. Sometimes decent, a lot of times not. What is really gross to me is that the dishes are always filthy. The dishwash machines are all old and they do not want to replace them even though the residents pay a lot of money to live there!
Sad, therefor it is wrong marketing, if a company wants to attract new move in with "Chef" prepared meals, and does not even have a Chef on staff. How does that make a manager feel on a tour, to tell the maybe future resident and his family that your community offers Chef prepared meals, if you don't even have a chef????? Must feel terrible to tell a fairy tale to get a move in????
How come the regional chef is just a puppet?
The residence I am at, awesome chef and sous chef there, and the food is all ways a hit, sorry to say.
Hello all,
I've been with the company a few months. Was hired in being told I'd be preparing gourmet meals. Hah. The residents don't want them. And the budget can't afford it. We have to prepare the regular, an alternate (recycled leftovers), from the garden, deli delight, and regional favorite all for less than $4/plate. Don't forget about dessert, breakfast, supper, and cookie drops. I'm not defending it, but if I wanna stay employed... We're serving it again with a new sauce.
Even though the food is a touchy subject and easy target...dont pick on the chefs to much. They're just trying to make budget, not have overtime, hoping everyone shows up, and paperwork of their own.
And right now I'm having issues with management vs my employees. Some are trying to get rid of my best workers. Why??? Power hungry... I shouldn't have to deal with that.
Sorry....venting
Back on subject...we're aloud to spend very little on food and some of the residents see it and some are happy with hot dogs. I didn't come here to cook hot dogs. What to do?
Robbing Peter to pay Paul
I'm a resident, and until I came to understand my dissatisfaction was with the corporation, I used to give the co-managers, managers, and chef a hard time about the quality of the meals served. I apologize for my ignorance. I've found out there isn't a damn thing that you can do about anything, except follow the corporate dictates. As a resident I feel sorry for those who care, but can't do anything to correct the wrongs at Holiday.
The food is of the lowest quality. Meats are ground up and extenders added. A bowl of bean-less chili becomes a bowl of soup at a later meal. Onion soup consists of a broth with a few cuttings of onion and a sprinkle of cheese. Holiday/Fortress is starving the residents...I doubt anyone is getting adequate nutrition. Holiday/Fortress is taking the money from the food budget and spending it on Marketing. I've lost 15 pounds in six months. Potential residents...STAY AWAY!!! This place is slow death!
Wow, I am a former Community Manager from Holiday and while there (pre-Fortress) the food was good and different menu's every day. Chefs did a great job and managed the kitchen well. Regional support was there to correct mistakes. I am with a different retirement company and my resident complain because they gain weight. In any environment such as retirement communities, the number 1 complain is always food. No matter where you go, it is always the same however it is difficult the please every single taste bud when you cook for so many people. Since Fortress took over, the quality of food at Holiday has dropped badly but 99% of the time it is NOT the fault of the chefs. They work with the "tools" they were given.
The taste buds of the residents also get to where they cannot taste food therefore everything is bad. Our community used hot sauce on everything. With the change of the meal planner though that they did have, it seems like the meals are not changed out, what happened to some of the winter rotations they did have with the turnips and mashed potatoes, etc. Of course some people may not have liked it, but I did and it did vary the same old, same old.
Our residents were also well fed, they usually made sure they ate a salad, the specialty salad and a fruit, or jello and through a fit if any of them were not available.
Been there done that. Now I'm at the competition, no home office to deal with,having 2 fresh cooked choices (no leftovers) and $5 food cost. I do my own menu and am no more micro managed. Have awesome hours, kind of three paperdays, where it is ok to be there only for about 5 hours. My recommendation would be, f@#$ the budget, and give your residents what they diserve. Afterall, they are the people who make fortress rich (or not, with all those empty units). Make sure you read the grass roots, if that binder is still in the main office, and treat you residents and staff with the Bill Colson, NOT FORTRESS, Holiday Touch
Good for you and good for the residents...wish I was there!
Oh yes if there is a breath they try to rent. Big push at ours on snow birds and VA. Don't even wait to make sure they qualify. What a mess it can be.
But big changes - last year they gave away the farm now it all has to be market rate or darn close to it. So last year all of the shady managers looked great - now they tie our hands but still want 6 -8 move-ins a month. Please tell me there is a better company out there that could use our experience and skills. If I leave (when) I want to go home at night. We have not really been able to be grandparents or even good friends. When we are off we crash for two days just to catch up.
There is managers out there that have a questionaire they fill out for VA assist,and they coach the resident through the questions and then on the spot approve them and move them in with out even looking at their documents they tell them bring your documents to the next VA seminar we have and they will do it for you . basically you can go o the homeless shelter find some vets and move them in and they defer the VA benefit until they get the check . Also they are on a push to get home health and medical aid offices in house and 24 hr care companies to operate in their buildings they actually have many bed ridden residents and assisted living type residents living there . Residents signed up for independent retirement as adverised and getting semi independent to assisted living . Bring in a 75 year old healty mobile resident for a tour and now they take one look at all the walkers and wheel chairs and they run
Watch out when the AL companies come in - that's the Brookdale model so have an exit plan handy...and save some money so when FIG lets you all loose with three days notice you have some resources available to rent an apartment...
DL why did you delete my post?
I did not know it had been deleted. I checked and sincerely apologize to you for it happening. The comment of 1/28/2011 is back up. I get so many companies and "work-at-home emailers" constantly attempting to sneak in advertising ploys on the blog that it drives me nuts sometimes. The only thing I can come up with is that I must have accidentally checked the box on your comment along with the "advertisers" I watch for.
I am grateful to you for notifying me. I try my best to be diligent, but sometimes I fall short.
I again apologize to you. dlcharles
No problem. I appreciate you correcting it. I can only imagine how many unwanted postings you get. Again I understand.
One of the properties in Midwest recently closed the health group who has been in that building for years and put in the new FIG outfit. They are also accepting anyone now since they have this new health group. Plans are to use the health group/CNA for night calls and employ only administrators for the facility. Bye Bye Managers. Be ready for the Brookdale prototype coming soon. Glad we moved on last year. Life is really really good after Holiday....take heart.
I have seen several community that are gettin health care companies in house and answering E calls of their residents they will eventually do away with the live in managers they attempted to train new managers so they could clean house of the older managers and their old ways of doin things but the problem with that was they sent these people as co managers in to these community and the managers ran them off or made their life miserable . If they do go ahead and get admen people and health care companies and do away with the managers they would be doing them a favor and let them get normal jobs that appreciate their work . Holiday relies on these people to get emotionally attached to their residents that helps hold them in and take the beatings
We were in a Holiday, turned XL, turned back to Holiday in buyouts. We had a fantastic health care company in our builiding, they were our right arm. The area did not have much competiton for independant homes. They were able to help with the sundry needs of the elderly who need a little more help. Because the e-call system was old with no personal buzzers or pagers, they did answer the call at night and took care of any needs, including sometimes a death. There had to be respect between both groups, complaints came from housekeepers about their not changing beds to the health care group complaining that the housekeepers waited for them to change bed on that residents cleaning day. It was handled and problems solved. I would not have traded them for anything else. The oldest living residen died at 107 in her same apartment. One resident lived there 17 yrs (started out in the original business before Holiday bought the building. In no case could the building be run without the same setup it has had since inception; 2 manaagers, 2 co-managers. The family trust was built on all of us and that is why we had residents.
let me correct myself from my earlier comment i did not in any way mean that the old managers were not doing a good job the older managers do care about their residents and when the newly trained cos come in they clash because in training they are told when you get to your community you are to follow these guide lines not what the older manager tells you to do even if you have to contact home office and throw them under the bus
Dateline has learned that the Managers of a building in Florida have irrated residents. A group, 35 to 45 have sent a petition to the Salem headquarters asking that the Mangers be removed or fired. These Managers apparently have a reputation of not working closely with Co-Managers and of not being nice to the residents.
Does anyone know what building this occured at ?
Stay tuned for news at 11.
Well, I have been told by new managers that ALF is the direction that Holiday Communites are headed. No one will be turned away. Home Health Care can manage to take care of all the needs in the mean time.
Still very very disolusioned, but trying to hang in until something opens up - but we are definately looking.
What is it with new managers that they have to come in and try to turn a community into the one they left? Can they not adapt to any changes?
I am with HOLIDAYBURNT - headed in that direction Management is wanting the home health company in house from 7Am - 9PM.
Can someone also please tell me why we do not implement the directives in the GRAY Manuals??? We have a mobie issue and no one wants it enforced as directed. It is just ignored. RD does not even know what elements are in the rental agreement. Holy Smokes!!!
Everybody needs to contact you local State Health Dept. office.
If Holiday turns their communities into AL communities any manager running such a community must be State Licensed.
I know of several States in the US that require such a license. If you run an AL community as a manager or ED and you are not State licensed the fines the State can levy are enormous including fining you as a manager or ED.
Please protect your self and obtain the real facts by contacting your State office. Holiday might put you personally into jeopardy as well by bringing in this Home Health Care Agency and thinking that they can get away with it by not requiring a manager or ED to be licensed.
I was told last night by a friend at another community that managers at community in Dallas asked. The age of prospective co managers during interview process. And then asked them to send photos of them selves and did not hire them Lawyers dream Wonder if the managers are still Employed ?
To Dateline - Do those petitions from residents ever do any good??? Salem seems to turn a blind eye to everything.
I heard that the company needs or is short over 50 co's, so if that is true why not treat them better so that they stay?
It really makes no sense they pay all your exspenses house you and feed you and give you 30 days training then send you to managers who were trained differently than you were . not making that a bad thing , but some of these managers are threatened by these people thinking they are sent there to replace them and end up treating them like crap and they quit . we never tied to go to a community to try to change their policies we just went there to help and get the hands on traing you need only to be treated like sub servant and spoken to like dogs .... how do they expect this to work ? its almost like they are trying to pit these new pwople towards the managers which is not right for either of the teams they need to spend education on briding this gap between new and old and blend them in to work . but thats not going to happen because simply holiday does not care about employees or residents unless you are a prospective new resident then they tell them how great its going to be . They change managers and co managers and chefs like you change socks just throw em away and get new freah ones . they figure they are naieve and dunb enough to try to stay for a while . i use to think this blog was a bunch of cry babys now i have lived it and its usually true about 95 percent of the compalints in here
It has been about a month since I quit (as an EC) and I can honestly say I have never been happier. I am now being paid double what I got from Holiday, have a pension plan and don't have to deal with all of the crap that comes with working for this company. GET OUT WHILE YOU CAN!! apparently the way this company is going, all you need is a heartbeat to be hired.
Thank you for the ray of hope...Your post feels like a divine intervention (message). I would love to see posts from other EC's, especially regarding the hours being cut from 40 to 32 with additional job duties continually being added. While admitting to working "off the clock" would be grounds for dismissal, I wonder how many ECs would anonymously admit doing so due to pressure "to get the job done".
I got out just in time...the only reason I ever stayed was for the residents (who were like family to me) and some of the staff...you can only do so much and get dumped on so many times and then to top it all off, get your hours cut and a .25cent wage increase for pouring your heart and soul into a company...it disgusts me.
I can honestly say, I probably worked "off the clock" 98% of every day, either to pick up something for a resident or cover something for managers "on my way home"...now though? I work less hours, get paid so much more, am actually APPRECIATED by everyone around me and have job and future security.
it will only get worse from here on in...thank god I got out when I did!!
I was just about ot give my 2 weeks notice because the managers were rude and the cos were hostile. Then another ec called and told me there was a buzz going on and I should wait. Bless her heart!
The managers left and the cos were fired within a week of each other!
The new managers arepolite, care about the residents, are kind to the staff. Heaven! The cos are brand new to the company but seem to have their heads and hearts in the right place.
Things have improved so much!
Sure, the marketing stuff is still annoying but the managers use common sense where it is concerned. If they think it is too much to ask me to do, they tell me not to worry about it.
I can do my job again!
This is what the company should look like. I just hope these managers stay a while.
The financial community wonders how FIG can survive too.
http://www.levinassociates.com/1005scihead
Comment deleted - no advertisements for free or out-of-subject. dlcharles
This exactly what I was thinking ....It just makes good common sense ..... and uh... and uh... also
In English please? That is completel incomprehensible drivel.
OH my god did someone say that the food isn't nearly as good as four star...our "chef" won the regional award for both semesters and got a little trophy, we were told that it was the best food that our managers had seen in four years and five communities. It was worse than cafeteria food. Also did someone mention never taking more than 7 days off at a time...time off...wow we never saw more than three in a row in eight months and our managers (who were awesaome and rmain good friends to this day) waited four years to get capable enough co-s that they could take more than a few days off and finally took a vaca before we left. RUN SCREAMING AWAY!!
This blog is very interesting but sometimes it is hard to get a clear answer . As a resident I have a few questions :
1) What is the plan for residents needing assisted living or care in their units in the future ? What is ALF ?
2)What are the rent increases for 2011 ?
3) Is Holiday going for an IPO ?
Thanks in advance for your help .
In response to "Just Looking"...KEEP looking! At other jobs, at different companies.
We did the job for several years and loved it. But when the "new regime" took over the job took on a whole new meaning. For example, according to our RD: Managers are not allowed to care for or spend time helping the residents. When we were training we were told that one of our responsibilities were for each manager to have an activity with the residents each week. Now, you are barely allowed to interact with them let alone actually help them with something.
The higher ups have all changed, and it's not for the good. The residents used to be PEOPLE. Now they are just dollars. Am I exaggerating? No. The proof is in the previous entries.
The management used to be treated as valued employees. Not any longer. Am I exaggerating? No. The proof is in the previous entries.
Things have changed drastically and it's not for the GOOD for the current residents. Am I exaggerating? No. The proof is in the previous entries from those saying that their census is down, down, down.
We DID the job so this is from experience...AND, I am just repeating what has been written on this blog over, and over, and over, and over. Am I exaggerating? No. Read the blog.
P.S. If you read an entry in this blog from a manager who has nothing but positive things to say, they are probably relatives of their RD.
elf is on the money we were also at one time were in la la land and went to work for Holiday as co managers the only thing satisfying about this job is the residents and now management dont want you spending any time with them because it takes away from your sales production time . We need you to run operations and do sales 24 / 7 . your residents are after thoughts . so if a person is doing this for self satisfaction to know that you have helped your senior residents and touched their lives as well as their families lives . forget it . now if you do this for the money your hourly wage is about $ 8.00 per hr. 95% of the stories you hear on this blog are true , they even sound like the same ones just from diffrent people . Good Luck keep looking
Just Looking asked for information on what properties to stay away from. I can tell you from several years experience as a manager, you DO NOT want to work in the midwest region under the regional (Lee Young). He is one of the worst ones I have worked for. Can't give you any other info I have only worked in the midwest region. Have been gone for over a year and happy as a clam. Life is really good, new job is excellent and I love life again. STAY AWAY FROM THE MIDWEST REGION!!!
I'm not sure what you did to set him off but as current managers under Mr. Young he has treated my wife and I very respectfully and fair. Sure we have found some of the negative comments that have been written to be true: long hours, low pay, constant hammering of move-ins, move-ins, move-ins. But it does give us a sense of satisfaction when we go to bed after a long day that we have helped that little lady who lost her keys (found wearing them on her arm under her sleeve), singing a birthday song to someone who has no family, or make an old man smile as our dog was playing with him. Not everything is as bad as it is written here. We're glad for you that you have found employment that you like and enjoying life. We are too.
Dear Midwest - the south east is not good either. Where do the find these managers??? Now the big bugaboo is YGL - a good tool yes- but they expect you to get every detail possible about tours - unless they are VA I am not asking about their finances. I feel that I do an excellent tour and I try to get many personal details - when will the greedy madness end?
Community Sales Leader. The new gig at Holiday. RUN RUN RUN...do not take the job. Trust me you will hate it. Where shall I start, the regional sales calls, YUCK, you will want to vomit. Move ins move ins move ins. Do they care at all about the residents or management teams in the community? No. All they care about is their bonuses. Trying to build a foundation for sustainable growth? NOPE, they could care less. They are pushing the moveins and as a result, people in assisted living facilities that are much more expensive are flocking to the cheaper Holiday prices. The cost? Residents falling, emt's there all the time, managers are frazzled, overworked, never have a day off, and resent anyone who gets to have a home of their own and a life of their own. Holiday in the field does not live up to the training program. It is really too bad, the business model is great, the execution is horrible. Time for fortress to fire everyone and start over, and look at companies like Apple, Google, etc....for how to treat employees and they will find the success they need for their IPO. Right now they are moving any resident in with a pulse to drive up move ins and census so they look good on paper for the IPO. Upper management and officers of the company stand to make a fortune when it goes public. I could not stand one more day. I quit. Until greed stops being the driving force at Holiday, it is a ticking time bomb, I am certain we will see a 60 minutes story, and Beneath the Veil will be the title. In the CSL training we were warned about this blog, and that it was valid, "at one time," My last day was today, and I am telling you it is horrible working conditions. I could not take one more Regional management call, and you have to deal with 3 a week and they take at least 1 hour. My immediate regional manager was a nice guy, everyone above him were total neanderthals. Life is short. There are plenty of good companies out there to work for. Regardless of the economy, no employers should treat their employees as poorly as Holiday does. Their 2 week training program is great, then you get to the community and within a few days I realized I made a huge mistake by ignoring this blog and going to work for them. I feel bad for the residents. I loved them. I will miss them.
Yes you are right, a lot of us feel bad and miss the residents. It is not fair to the ones still able to get around and enjoy their retirement, to be paying for a place that is suppose to give them peace of mind in the golden years. But they get the nursing home affect instead, because holiday (FIG) is taking money from people and family regardless of the conditions. Just don't stop the cash cow and fig is happy, worry about health and safety later...
Thats their mentality sad but true.
I do wish you good luck in your future you will be amazed how you will feel after some much needed rest.
So true its almost Bizzare they send you to training for two weeks and was excellent training Linda Deland was our trainer and did a a great job and you felt like you were heading in a great new career only to find out that when you get to your community and meet the managers from hell these people are on a diffrent page than you were trained and completely kill your drive and motivation the only motivation you have is your residents and the regionals and sales regional dont give a crap about the people who pay the bills. I understand the sales aspect and agree that you have to sell to keep your community full as possible , but why do we have to crap on our current residents and ignore their needs and what they pay for to get there
Do you really feel that you were trained in all areas and can fend for yourself afterward with just 2 weeks training. I just wonder because when we were new and it was different training then, it took awhile to assimilate all the different aspects of managing a building, paperwork, etc.
Oh, how I wish I had known about this blog before I took the CSL job! Training was absolutely great, obviously compiled by people who KNOW senior housing (I am experienced in it). HUGE disappointment coming into my local community and being restrained from following anything that I know works, and that I was trained to do. Hotel RD runs the show and micromanages like I've NEVER seen before. The only thing of importance is YGL. BS!! Now, a new DSL who proudly calls himself the YGL Nazi. Yeah, that's a real winning attitude there. Never a word about anything benefiting my community, only about the region's numbers. Numbers, numbers, numbers. All that is important is beating another region. Do I give a flying *&^@ about him beating someone else??? NOOOOOO! I do care about my residents, but I see that corporate does not. Stupidity reigns supreme in this region...all CSLs are required to have 8 MIs/mo now or lose our jobs. My community's quota in a city of 70k is the same as those in cities of a million people or more. My residents are intelligent people who are seeing that all we want is to use them. You MUST have a PDR, you MUST give us names of your friends, you MUST invite a friend for dinner, blah, blah, blah. They're nothing more than pawns in the game. Never have I felt less valued or respected. Any valid points I bring up are met with answers why I'm wrong and Mr. Hotel RD Micro-manager knows everything. I have done this job successfully elsewhere and thought in joining HRC I was moving up to the top of the food chain. I took the marketing bait.
Fortress is going to China!!
http://business.globaltimes.cn/industries/2011-02/622838.html
Whats up with that? Is that a joke? Fortress should fix there challenges in North America first, before they go overseas.
Good catch on that article. Let's hope the Chinese are smart enough to see what is coming.
Did you consider that with all the human rights problems in China, Fortess might fit right in.
Here's is an update on efforts by Fortress to expand in China...
http://www.marketwatch.com/story/housing-operators-put-focus-on-china-2011-03-08
Got cut off there - LOL not sure why anyway feeling bad for our residents who are not really getting what they bought into.
Awesome post. Do you mind if I ask what your source is for this information?
Yes, they are expanding to China, also they are going to branch out and do their own in home health care and boot the independent companies out. They are moving toward assisted living. It would seem they would get the proper licensing first. They are all over the place, it would make more sense to step back, be logical, be organized, and look at the long term. If they are going assisted living, then they need to prepare first, then execute. It just seems they are all over the place, and given the day, because some inexperienced hot shot thought of it, suddenly that becomes pressing. Greed and Senior Housing, just do not mix.
Lady GaGa is correct in saying that if your community becomes AL you must be state licensed and certified. Not only can you be fined if the state checks and sees that you are not licensed, but if (heaven forbid) something horrible happens you may be held liable. Protect yourself (and your residents!)!!
After reading this stuff, so many things make more sense to me. I work with a number of Holiday communites helping with certain benefits. As an outside independent entity, even I feel the pushiness of the upper management. I am going to discontinue association with them as I now feel that the methods they are using to gain residents are questionable. Some of the manager I have met should be selling used cars, not our seniors. I am going to contact the VA and inform them of some of the thigs that are going on.
I would strongly Suggest to Report to the VA. They are using Aid and Attendance as the big push for move ins. They are training that "if you need an ailment, help with your medications counts, it only costs you 90.00 per month. The biggest increase in census is the Aid and Attendance move ins. The sad case is most of these people cannot afford the rent, and if they don't get the benefit, they have to boot them out after 6 months of going through the process. You see, Holiday carries that balance while they are waiting to get the benefit. The resident does not have to pay it back if it does not fly, they just get kicked out of they don't come up with the money. That is like giving a house to someone before the mortgage, and "oh sad too bad." In the mean time they have called this home. I realized after my community canvassing with the local VA that this is a horrible business practice. I am also questioning if they are really going public, and instead driving census up at any cost to dump the company. When a company is allowing buildings to go into disrepair, and at the same time making a huge campaign to drive up census with pressure like I have never seen, with little to no regard for the human capital, something just is not right.
Take note Fortress has sold some 10% of Brookdale stock, are they changing directions,raising money for China???
Ok - so how long will this conversion to ALF take??? We already have many residents who should be there now. Others are upset because they are not really living the lifestle that they bought into.
Understand Bobbi Reid is on the move again. Anyone have a Bobbi sighting? She has apparently left Sunshine for more glamour and fame..... Where is she going now?
To: FIG, Jack and Kai
Happy Employees = Happy Residents = Resident Referrals = Move-Ins
Go back to school!
Word to Mouth - Best and LEAST expensive marketing method ever, I'm saying your words for the past 6 years.
School would be to hard to understand, try something earlier.......
Ditto on the word of mouth. I tried to tell that to the RD over and over. Happy residents WANT to tell their friends and have them move in, too! Duh!
I have said this in 2 and 3 and now in 4! Happy residents are the best marketing tool, spend the energy on the residents and they will tell all their doctors and local businesses how happy they are, and that word of mouth will fill the building!! Most residents have five or more doctors....#1 in marketing a senior residence!
The difference is that this is the “new” Holiday who does not care for the residents. For those of you being long enough with Holiday to know the “old” structure, Bill Colson always said: “What is good for the resident is good for Holiday”. I am sure many you remember this and we all lived by that. Our residents came first. Everything else followed automatically and yet we were not nearly as tired at the end of the day as many of you are under today’s management style. The biggest concern Salem, OR had was staff turnover. From reading the blog and hearing from friends, the RD’s today can’t wait to fire people as if it has become a game amongst these RD’s to see how many each of them can fire in a month. Under old Holiday there were more than 100 communities at 100% occupancy. Heck I know of one that was 101% occupied. Can FIG say that today? How many “residents” live in a community that is not or has not paid one red cent of rent because of the VA program? Yet, other residents are paying the price for it. Now they are going to turn Holiday into assisted living? Wow FIG you are unbelievable.
Sorry I am just rambling as I am just in disbelieve of what FIG is doing to a once the very best independent senior retirement company in the country. They totally screwed up this company to the core.
HRC was once a great co. but that is not the truth today. When you get a tour you have to email rd and rsl the name and time of tour- they call with in an hour to see if you got a move in. They think elderly people move in like people check into a hotel or motel. In the past we were given a opportunity to follow up now they are only concern is mis and don't care about anything or any one else. The Sales Leader is out in the community driving in tours so to say. He is not in building much. Haven't seen referrals from him being out in community. I thought a Marketing person would do tours, follow ups and be available but no- hes out driving in referrals. He is not available for events but Mgs are forced into events weekly and no help to speak of. I can not believe what is happening to this company. Fortress needs to take a look at their style of management and what is happening to the communities. Three conferance calls weekly is a to much. No time to focus on marketing let alone the residents and tours. The VA Aid and Attendance is a good program for those that need it but to many are trying to get it that don't need it. I wonder what will happen to all the MI when the current residents are denied A & A. Will they move in with kids- or home.
I hope some one some place makes the changes needed to save the current residents from this terrible rent increases they are receiving. FIG don't care.
dl haven't been on her for a long time
Achmed Was that your building or mine that you are referring to. We were 101% several time.
It was yours.
Pursuant to our recent conversation, it was not my reply!!
Occasionally I find time to peruse this blog to learn how others view Holiday Retirement, and how managers and co-managers cope with the responsibilities and demands. I am a manager and have been with the company for a year now (long termer ha!) and I can't disagree with a lot of what is stated in this blog. There are many frustrations and a lot of stress and pressure, but I don't agree that all RDs and SLs are uncaring. They are also under pressure to force their communities to perform and their jobs are on the line daily. If the numbers don't meet expectations, their job security is probably less than a community manager.
I can honestly say that I have worked for 2 RDs and both are great guys. We work under Hal Cook and Doug Campbell in the south region and couldn't ask for more caring, compassionate men. Do they have to pressure communities to perform? Of course they do because only about 20% are actually meeting or exceeding targets and running their buildings so that people want to reside there.
I believe that a lot of how we meet these challenges, and the accompanying stress, is a mindset. We can take part of what we feel is truth and expound on it negatively, or we can minimize the negative and focus on the positive.
For me, the positive is working with these seniors and enjoying the love returned to us for reaching out in little ways and enriching the last chapters of their stories.
As for horrendous power-hungry managers, we know that story firsthand. Our experience when we came out of training was unreal. We were treated like subhumans thrown into a caste system far below the other employees. I'm amazed we survived.
We also know about co-managers who are basically here to collect a paycheck. They're not going to extend themselves an inch, do not support us and will align themselves with employees against us....all behind our backs of course.
We are generous with time off for them but more is never enough.
Our management style is to treat people with respect and kindness, remain ethical and continue moving forward. One day I hope we'll feel it was all worthwhile.
My husband and I have frustrating days when we wonder if we can handle one more day of fatigue, one more conference call, one more staff or resident issue and feel like throwing in the towel. But then, one of our residents offers a hug and an "I just love you!"...and it becomes okay again.
I once heard there will be days when you really want to quit. However, as long as both husband and wife don't have that feeling on the same day, one can talk the other one into forging ahead. It works!
There are many stressful times but the rewards can be so great if we let them and believe me, I'm not using rose-colored glasses. A lot of it is how we view what is going on around us.
I love our residents and I'm enjoying the challenge of making our community one of the best in our region. That's our legacy to our beloved residents.
Very refreshing to hear your reply , I really think that you have been lucky enough to have compasionate and good regionals to work with . I know that a company this big has to have some sunshine somewhere and sounds like you and your residents are lucky to have this going on .. Good luck to you and i envy your success i wish we could have had the same exsperince and continued working for our residents
Achmed, you are so right. When we took over as managers at our last building the RD told us our main priority was to turn the residents around and make it a happy building and move ins would come. Can you imagine managers getting those instructions today. It has saddened me to see money being wasted and over looking the best marketing tool of all. Happy residents cause very few problems for the managers. That is how we managed 9 years.
This is actually what I said to a recruiter when I was being interviewd,I said"I would think the best marketing tool would be a happy resident." he said no..I was in shock. Finally we had to give up our co manager postions ,Unbelievable the attitudes and the inability of managers to treat their co's with any kind of respect. I understand the economy has put alot of people on edge.fear of losing jobs,feeling intimidated ect..The way we were mistreated could not be tolerated. Now that I am gone,I so miss the residents. I am concerned for them as I see that they have no voice.Some have said that they feel like they are in a prison.Their children don't know or understand how managemnt has become..They pull the ole bait and switch game.Once the senior resident moves in..sold his home his things,he is reluctant to move again.The comapny knows this..so they promise them all these things that I see time and time again the managers are slow to deliver on.Or don't deliver at all,hoping the resident will forget. If you stand up for the residents,get close to the residents,you are told you are not doing your job.Who will be the advocate for the residents? Funny ,when I was trained no one said anything about spending 8 hours behind a computer in ygl as my primary function.If I had known that,I definitely would not have taken the job.
Anyone heard where Bobbi Reid went to now. Trying to find Dick Glaunetts phone number or e-mail address we would like to get into touch with him.
Bobbi is the Vice President of Sales and Marketing at Emeritus Senior Living... Good luck Bobbi!!!
After reading all of the entries on this Blog (yes since it first started), my husband and I decided to forgo our interview with Holiday. However we would really like to get into Property Management. We are both in our mid-30's with eclectic resumes (I have experience in hotel/restaurant/retail management and specialized training in geriatrics) and are willing to move just about anywhere in the USA (however would prefer Eastern or Central Time Zones). If anyone knows of any reputable companies hiring please feel free to contact us! Thanks =)
I am a past sales leader with Holiday Retirement. During my training with my new company, I was told by the Regional Sales Leader... “Only 1% of walk in tours are ready to buy today. The other 99% must be ‘befriended’ over a 3 month, 6 month, or even a year before they will be ‘ready’ to move in. We must be willing to take the ‘journey’ with them and be there when ‘they’ are ready.” – what a concept. (I am still picking my Jaw off the floor). It is so nice to do REAL sales and marketing, not this "used car"/"kmart" approach to seniors.
HXRepeats - so right it is a crazy crazy life - power hungry managers - maybe u do have those rose colored glasses on. It will not get any better. We have tried and tried and are getting more and more tired!!! PLEASE TAKE THE GLASSES OFF. lol I swear I have gone thru a personality change - I am not myself!!!!!
[AND FURTHER MORE - I DO NOT CARE HOW THEY DID IT IN TEXAS)
I'm not sure what you're referring to about Texas. We're not in Texas but the comment seemed to be part of what you were saying to me.
Trust me, there are NO rose-colored glasses. I simply choose to focus on what is important and that is taking care of our residents and staff. Everything else is peripheral.
I can understand your frustration though and the frustration of those who have gotten no relief from the pressures, hard-core RDs and power-hungry managers. We've experienced all of that as well but instead of giving up we hung on and kept hoping for the opportunity to make a difference. Thankfully, that opportunity came to us and we're making the best of it. I understand that's not always the case and that's unfortunate for the residents who would benefit.
MY husband started reading this blog 08/10. In wish I would have paid more attention. We went to work for holiday. I learned just how untruthful, under handed,and awful some if the holiday employee's are.I'm glad we are gone.
It truly saddens me to read your post. I have difficulty attempting to understand how, and why, a company literally drives good employees away. Being a senior citizen myself I am perhaps more critical than most regarding the care and concern of other seniors as residents. And the same for how a company treats its workers. To date I rate Holiday Retirement/Fortress at "D minus" compared to the rest of the industry - and that is being easy on them.
Well, I told myself I wasn't going to write on this blog but oops. So much to say. Some may think I am standing up for Holiday but as someone once said "don't mistake my kindness for weakness". As a pre FIG employee I have experienced most of what is on this blog and worse. I won't go into details but I had every reason to leave Holiday. Why am I still here? Passion. Have I wanted to leave? YES. I have alot to say but for this first writing I will keep it simple. I am still here because I want to be a part of change. I don't want to give up. I keep pushing and pushing for someone to listen and I believe someone someday will listen. Some of you that have criticized Holiday on this blog just don't seem to ring true. I get the feeling that maybe you were the manager or co-manager from hell. Maybe you were the manager that abused your staff, oh sorry, your associates. Probably a good thing that I am not an RD. One of the first places I would be looking to change would be managers and co's that simply don't belong in this business. Then there are those that seem so sincere and my heart hurts for what you have gone through. I want to hear from managers that have stuck it out and continued to serve regardless of the mess things are in. Yes, it is a mess but I am tired of hearing managers talk about how they don't have time to spend with the residents. Take the time. You won't be successful if you don't. You can kick against the Goads all you want but simply do the job you signed on to do. The job hasn't changed our attitudes have. Yeah the things coming down from the top are ridiculous. It seems they think if they say you will get 1 move-in from 10 calls that it will happen. Instead of build it and they will come they believe say it and they will come. No, they really do believe it and yes they are wrong. I want to see managers that are willing and have the guts to stand up for what is right. Confront your RD when they are off base. Don't compromise and don't backdown. How about making an attempt to work as a team with your CSL? Also, tell your CSL when they cross boundaries. Oh yeah, Holiday, your RD's and RSL's are obviously not together. You can feel the jealousy and non-team atmosphere. We aren't stupid. It shows on all your conference caqlls. RSL's if you feel the RD is abusing your CSL's then speak up. Noone stands up for anyone anymore. So many are afraid of losing their jobs so Compromise is the name of the game. I am not as scrambled as this all sounds. This is the nature of Holiday right now. Confusion, inconsistency, fear, intimidation, jealousies, immaturity and more. Fear that if I am found out that I am writing this that I might lose the career of a lifetime. I am sorry for all the people and residents that have been hurt through all of this. CHANGE is needed.
Very good comment, thanks.
Nobody important makes a lot of sense. But there a major points that we just could not continue to deal with. My spouse and I are honest people and in our opinion we worked very, very hard. For a long time. We got along well with our staff and loved our residents very much. We would have loved to wait around, continuing to working hard, of course, for the changes that are so very needed. We would have loved to be a part of the changes and even being instrumental in them. But we doubt if it can happen. Things are too far gone. Honesty and integrity are just too important to put on the shelf while we wait for changes. As much as we loved and miss it job...no thanks.
Sounds like you are very sincere but my question is this. Why would you put your integrity and honesty on the shelf for anyone. This is one of my points. We need those with honesty and integrity at Holiday communities. Holiday will never change us. We work hard incredible hours. We market, sell, love, care, work incredible hours, try to rest on our days off and wait until next shift to do it again. Things are not too far gone. We have not changed who we are and we are not "waiting" for things to change. This is what I don't understand. Not making a judgement on anyone but we need people to remain firm. I have to believe that someday they will recognize what works. I want to say to missit that I feel your sincereness but when good people leave guess what comes in. Untrained, dissilusioned, innocent, unqualified people that Training Leaders think they can speak their confusion into like a hypnotist and snap their fingers and Ouala there you have a manager. SOME of these trainers quote their mantra's and PC buzz words and really believe they are successful. Turnover is at an all time high. Infighting between Mgrs and Co's are accelerating. It is a poison spreading throughout the communities and it has to stop for the residents sake and for the business' sake. We have alot of RD's that do not know how to deal with these problems. They are not people managers they are state of the art "yes" people trying to save their own job. To be fair their seems to be some great RD's out there that have the skills to manage their direct reports with skill, encouragement and motivation. The good ones know when to make hard manager changes before it gets out of hand. They encourage, motivate, train, teach and these things they do everyday. They don't give up. If they are real good they are an example to all. They understand what managers face everyday and yes, THEY CARE. A rare commodity nowadays. Missit, rest well and know that you did what you could and bless you for that. There may come a day when we will say enough is enough. I hope not tho.
They don't keep the honest ones; they keep the crooks and the ones who treat people like crap.
Dear Nobody Important, If you have really "lived thru it" as most of us have then you know all about the threats of getting so many move ins per month, the business plan du jour, the ego maniacs and the totally unqualified RDs and RSDs from other industries. No idea about caring for people. Everyone has an agenda. Once things at a community slip too far I don't think it can be brought back. Everyone has different strengths, and a real bottom line, honestly I can't wait for the CHANGE that you think is coming because I believe that the CHANGE will be even worse than it is now. FIG is about money - not people.
Yes we know about all those things but threatened? No. As far as once things at a community slip too far it can't be brought back, I am not sure I understand that. What do you mean? What can slip too far? How could a community under good managers slip too far? FIG will never be able to change us and I have never felt they were trying to. We are about people and that will never change. You are right when you say there are those that have no idea about caring for people. You know what? They won't last long. I've seen it just as I have seen Managers and Co Mangers and Chefs that have no idea about caring for people not make it very long. Love the debate here so please, if possible, answer the above questions.
Am enjoying reading the few recent letters from managers who are still trying, who still not only like but love us. Yes, I am a Holiday resident, and in my residential years I have experienced the top and (recently and shortly, thank goodness) the flat bottom of managers. We have very good and overworked managers now.
My real comment is about selling apartments. Long ago when we were "looking at" retirement faciities all over our state, the residents at a Holiday were what really sold us on Holiday. When we visited -- several times over a year or more period ---- we were always seated for meals with residents. They were all such happy people, delighted with their Holiday, happy to tell us why and all about it. They sold us on a Holiday.
Today, even with our good managers, we see visitors seated only with the sales person and/or a manager, never with residents. The visitors never have a chance to chat with residents, and of course they don't realize they should.
Unfortunately, hey would not hear the same delighted, happy conversations re daily living now that we did years ago. What happened to the annual gentlemen's luncheon at the main regional offices? How that was appreciated! What happened to the big, important BBB tournament held yearly at
the main regional offices, with handsome big trophy pieces to earn? What happened to
$$ available to hire good small musical groups or individuals at least once weekly to entertain before dinner? What heppened to managers having enough time to actually visit with residents instead of having to be on the computer and on conference calls nearly constantly? Now our yearly rent raises are so extremely high that each year several residents are forced to leave to live with children or find low cost housing. All of the above is true and obvious; it is very hard to understand why "the powers that be" can't understand and begin some good changes back to the original, highly successful concept.
I have read on here that regional offices actually takes the time to read these. How I hope they do and that they will begin to learn from all of us.
Dear Digger, you are why we enjoy this job. Unfortunately what you are seeing is the new culture that is trying to infiltrate Holiday communities. Sadly, they think this is a good thing for Holiday and as you can see as a resident this is not working. "Powers that be" please listen to this resident because this voice is throughout Holiday communities. We have never felt the need to sit with a tour in the dining room. This is why we have Ambassadors. And yes, we have been at 100%. It's not all that difficult when you have residents like Digger. Everyone notice what Digger said. "Delighted with THEIR Holiday". Some of the past is not bad. We all need to embrace change, and "powers that be", not all change is beneficial. Let's meet in the middle or at least give some of us an ear. We can help and together we can make it better for all. This would create a Team Culture not an Invasion Culture.
The thoughts of "sticking around till the right changes happen" are certainly something to hope for. I believe I have seen enough change in direction at Holiday to know those changes you are hoping for are not coming. We also waited for the changes, wanted to be part of the transition to something even bigger and better if possible. You know what those thoughts come from? Believing the hype that is sold to the staff & residents about the "new" touch. You can hold on as long as you like but if you are waiting for things to go back to the "Holiday Lifestyle" you will be a long term resident by then and still hoping. There is no immediate money to be made in building relationships and nobody at the top has ever worked for Bill Colson so why do you think they will go back? As I was told, there's a new game in town so play the game or make your move. Good luck to you and maybe phantom incentives, optimistic VA benefits, and modified rental agreements don't appear to be something less than top shelf business practices.
There are alot of great managers still at Holiday and they have "stayed the course" and they have not compromised. You make it sound like those left are simple minded hopefuls. We just simply continue to Manage and serve. Some of the changes that are handed down do not scare us. We speak up when we see something that won't work. We wonder how a large corp such as FIG can make so many decisions that appear not to be thought thru but we work through it and usually it changes. We aren't naive and we aren't just "sticking around". We also don't think this is the only game around. Let me be clear. If Bart Colson called to offer employment I would be prone to join that team. Same with Dick Glaunert. As far as incentives and discounts, these incentives and discounts are great for these residents. It makes it so much easier for them to move in. I want them to have this help and if the VA is handled right it can be a great thing. We have been using incentives for years and discounts, free months rent, TV's, discounted Community fees. Nothing really new. The PDR is nothing new. We don't care if some goofy person higher up wants to think this is their idea or something new. We just keep doing what we have already been doing. Hope is a good thing. Bitterness is a bad thing. Direct reports that have been mistreated is wrong and sad. I'm a fighter and that's not bad as long as I don't get bitter and angry. Then I need to leave and if I leave it will be with my head held up high with pride knowing I didn't change and my integrity is intact.
Anonymous is absolutely right. That is why we did not stick it out any longer. The handwriting is on the wall, or better yet, in the conference calls. It would be wonderful to think things would go back to "the way it used to be", but there comes a time when you just have to realize those days are gone. It's so very sad, but that is the way it is now.
missit, did you leave because it was too hard? Was it that they were asking you to do too much? What exactly was so bad that you had to leave? Was it too much accountability? Did you have a bad RD?
Sometime after you drink the Kool=Aid long enough you think all those quitter managers left because they couldn't cut it when they were held accountable. If you believe you as part of a hard working CMT are the backbone of the company and the real reason all this Holiday Touch stuff works for the residents I would like to ask you a question. Why do you think all the hardworking community associates (8-10K I would guess)that are dedicated to doing the right thing for the residents and keeping this way of life wonderful are working in dead end positions. Nobody with the company above the community manager level ever worked at a community. After you take one more swig of Kool Aid can even you believe anyone above you gives a d... about what you think is right for the residents you serve? I said it before and I will say it again, if you have no chance of making things better then you are just "hanging on" waiting for a miracle, or waiting for someone else to offer you a job that makes you feel like you are "special". Hang in there, don't you know the residents need YOU.
Associates in dead end positions. Wow! Our associates are the most incredible people and we are glad to help create an atmosphere where they can have their jobs and enjoy what they are doing. Give me a break. Why attack them? We all need a job in this day and time. This statement proves the bitterness affecting all around you. Probably good that you are not with Holiday. The Kool aid statement is unfortunate as that was a sad day for mankind. Mr Jones was a derranged bitter man who thought his way needed to be others way. Loss of life shouldn't be compared to struggle in the workplace. There is struggloe in any workplace but f the system crosses over your line and threatens loss of your integrity then moving on is your choice. Good for you.
no body important.....you are drowning in the kool aid. Residents deserve better than smoke and mirrors.
No the job was not too hard. We loved every second of it and every aspect of it. We did the job for several years and had every intention of doing it for several more years. Why did we leave? For the same reason so many of the other managers left: keeping our integrity.
Nobody important
What is your position with the Holiday hierarchy ?
Anonymous you sound so bitter. Hopefully you will get over that. Bitterness affects everyone. Missit, you sound genuine. Hope all goes well with you. Pericles, We are managers. Not sure why anonymous thinks we are seeking higher.
I continue to read remarks by those who are the "exception" and not the "rule." If your community, staff, and regional leaders are wonderful, then you are blessed. Accept it, appreciate it and be happy. Please don't be critical of those who are misfortunate enough to have a different experience than you. If someone feels bitter, then they have that right, if what they thought they were getting and giving as an employee, is not even close. However, as an educated adult working for Holiday in our region, the "rule" seems to be truly as negative as mentioned in most of the above statements. If you are the exception, don't throw stones at our glass house. What we are experiencing is real and true to us. How fortunate you are that you don't go home feeling disjointed, unappreciated, not a victim of a dictator's rule, etc. How fortunate you are your residents know nothing about what takes place behind the scenes and how lucky you don't have the awful challenge of hiding the 'don't worry about your current residents, just get the new ones in" mentality of the region. Personally, I have my professional and personal ethics. When first hired by Holiday, I used to come home feeling truly wonderful about what I did. Not many months later, I found myself struggling with my experiences at work. In the end, all we have are our ethics and values. If you haven't that, then what do you have? NOTHING! I have learned to hate the corporation but continue to love what I do and who I do it for...and who I do it for certainly is not FORTESS. It's our incredible residents. They pay a hefty sum to reside in so-called luxury living and to be treated better than most communities would treat their renters. We say in all our collateral, flyers, etc, that we hold our residents above all else. Not true...at least, not anymore. Finally, I'm confused. I keep hearing the word "team" tossed loosely around. If our region or district is a team, why are the regional managers continuing to pit us against one another by trying to create competition when it comes to move-ins. Is this teamwork? No! Teamwork would be, how many can we get as a team. Not, such and such got 4 move ins today - how many will you get. Whoever gets the most will get a reward. My reward comes from doing my job with honor and at the end of the day, my reward is feeling good about how I supported our current and new residents. How about, "congratulations - as a team, we have four move ins today!" Now that's teamwork. I'm blessed to have excellent managers who challenge me, support me and more importantly, support and love the residents. As a company, Fortress needs to quit feeling their way around the industry, train their regionals at a community - they need to do the work at the ground level before they can understand how to manage and direct in this industry. Working in retirement is not a revolving hotel door. It's a feel that is created.
Needed to say your last paragraph, starting with the word Fortress, is spot on. Most managers know this and for some reason they aren't listening. They may not but I will keep trying.
So, why are you still with Holiday?? You have pinpointed what I am trying to say. It sounds like you are still there because of your heart towards people and it sounds like you are still there because of your managers?? Trust me I definitely am not being critical. Oh do I understand. If possible, read all my posts. Bitterness is more of a choice than a right. You can choose to be bitter or you can choose to not let it get to you and still remain ethical and your integrity intact. Discouraged, I do go back to apt with feelings of I can't do this anymore. Each day can seem disjointed and sad. I have been a partaker of all RD's have to offer. I can't tell you all so as not to reveal my identity. I make you a promise. I will reveal everything if and when change comes. BUT I won't become bitter. That will mean they have won. I will be the best manager I can be for the residents and associates. How long will you live in a glass house protected by bitterness. Don't let them win!! Now about TEAM. The only place for TEAM is at the community level. Holiday has created a culture from Regionals on up that has nothing to do with team. As I stated before it's RD against RSL, AMD against RD, RD against MD and on it goes. We see it, we hear it and we feel it. So managers are the ones who can build team at their community. Noone is going to stop them. Managers can shield the community from all the garbage and they should. That's how a community can thrive. Hopefully your managers are striving for team at all levels of your community. Are you a manager/co?? Can you reveal your position??
My husband & I are new resident's to Holiday retirement & are experiencing some concern with the new managers in our bldg. There doesn't seem to be any respect for the current staff & a "Bullying" mindset prevails. Hopefully, this can be worked out & peace can prevail. More later
To Nobody Important:
First of all, you come across as being too defensive while attempting to rationalize your position with Holiday. At the same time, you do not seem to understand what these people you site as being "bitter" are trying to explain to you.
For you to state that you are going to be the best manager you can be, while at the same time talk about upper management putting out garbage and how you are going to shield the residents from this garbage, is pure hypocrisy. A good manager should be on board with the new leadership. Your RD's are who you report to. You've stated that you do not buy into their program and you will not let them win? Yet, you hide in the shadows and anonymously postulate criticism of people that refuse to go along with the new FIG culture. Refuse to go along because it is wrong and harmful to the people that have entrusted their welfare to your care. Managers that stood up for their beliefs, remained true to themselves and left Holiday with their self esteem in tact.
Those of us that could not support FIG's business philosophy decided to leave. Am I bitter? Not in the least. Why? because I am true to myself and to the residents I served. I do not like the culture the RD's, etc., are pushing. It is an old, out of date method of marketing/selling to generate revenue. Does it work? No, not in the long run. Did it work where they came from? No, well, I guess it did when the economy was sound. But, they ultimately failed in the Hospitality Industry and given time, will fail with Holiday. Am I angry? Not any more. Am I frustrated? Definitely, because ignorance is the driving the new Holiday. Did I feel deceived by this new leadership team heading up Holiday? Yes. They have an business ethics based on "the ends justify the means". And, in their case, increased move ins are what life is about. Do I feel that their agenda is mired in greed? Yes.
If you feel you can not be yourself and stand up to management on behalf of your residents, then how can you sit in judgement of others. Better yet, how can you work for Holiday. You are supposed to be a Holiday manager, not a martyr.
Ignoring the objectives of your management, is not being a good employee, rather the opposite, you are being a poor employee.
Candidly, I can't help but wonder whether or not you are being a troll to this board.
WOW! good thing you are not doing this job anymore. I can only imagine what it must have been like working with you. What was your position and how long?? Were you ever a manager? Actually you sound like some of the RD's nowadays. Someone doesn't agree with you and you assume the worst and come off with judgements when you have no idea. I have read this blog before and always questioned your positions. Now I think I understand. You use words to belittle if someone doesn't agree. Sounds like some Rd's you have been railing against. Why are you so angry that I have decided to stay and work hard?? Is it so bad that I am still caring and serving the residents that you say you care about? I mean cared about. There are those that left with good attitudes and there are those that left and for some reason can't let it go. Nice try on the troll thing. Sorry I have made you so angry. Oh well, I'm still here and I am true to myself and the residents I SERVE, present tense.
If you would tell us how long you have been a manager it might explain a lot.
5 years
Well, it does appear you have ample time to monitor this blog and respond almost immediately.
Vacation, warm climate, not much to do. Probably shouldn't have started reading blog.
"nobody important": The very handle you have chosen to identify yourself with, speaks volumes. It is not necessary for anyone to belittle you as you belittle yourself.
I could care less if you choose to stay with Holiday and live a lie. What I do care about is your coming on this board and surreptitiously judging others with out having a clue as to who we are and what we our about. It is for that reason I decided to react to your criticisms and point out the fallacy in your logic. You speak poorly of the Holiday management while at the same time promoting their agenda. Do you not see the irony in this? How can you possibly consider yourself to be a good employee (manager) if you undermine your leadership? Where is the trust?
No, it is not anger in me that you generate, rather frustration. Frustration that you do not see the hypocrisy in your statements and in your behavior.
There are many of us coming to this board to get clarity, searching for answers to emotions and feelings of betrayal by a company that at one time was an excellent organization to work for. We don't need someone jumping in here and playing mind games and spewing ignorance in an attempt to promote their illogically perceived moral high ground.
Do you truly believe you are doing the right thing working for and supporting an organization that looks upon their employees and client base the way this current FIG leadership does? Are you new to Holiday?
While putting us down, you claim to be true to yourself. If so, then why not share this thread and your "convictions" with your RD/MD? Because you would lose your job?
Why is it important to you to spend your time on this board attempting to convince us (and yourself) that you are doing the right thing? And we aren't doing the right thing? Why do you feel the need to tell me and others that we were wrong in our decision to leave an organization that we could not, in good conscience, continue employment.
Your latest response causes me to believe I hit the nail on the head with the troll accusation. That is the only thing that makes sense to me. Why else would you be spending your time and energy posting to a board where your argument is so overwhelmingly perceived as hollow and insincere. You are posting to a board where the majority of the readers at one time believed in Holiday, but no longer does. Many of us questioned whether leaving the residents was the right decision. We are looking for support.
Read the prior posts. Understand that primary amongst the reasons given for our leaving Holiday; It is because we CARED for the residents we could not continue to be a part of and support Holiday.
The Holiday today is not the Holiday I began employment with. This Holiday company is not one I choose to be associated with.
(By the way, one does not have to be employed by Holiday to be of service to those with needs. There is more to life than a paycheck)
Sorry, didn't know this blog was simply for those who agree with anonymous. So how long were you with holiday??
9 years.
That's awesome "concerned". You are to be commended. We have some managers in our region with similar length of stay. I have no bad feelings for anyone that has left but I am bugged by the ones that continue to be so negative and bitter towards those that have decided to stay for now. I will say tho that we still need people like you to help us serve Holiday residents. Anyway, thank you for your long service.
Thanks but no thanks. We retired and plan to stay retired. I will say this though. Shortly before our retirement our RD was fired and replaced with a 30 something with 90 days experience. We had one meeting to learn that he knew more about managing a building than we did. None of the managers in our region are still in place. Some good managers were fired. Another left to avoid a hart attack from the pressure. These were all good people and I firmly believe we would also have been fired within a year. My new RD had the answers and I was wrong. I got a lecture. Having said that I know all regions and RDs are not the same. They never were in the old days. I see a lot of complaints on here about the hours and pay. It has always been that way. When we started in 2000 the starting pay for a co-manager couple was $24,000 total and the hours were the same. Some things have not changed.
What has changed is FIG still does not understand marketing for our communities and how important the residents are in the process.
If you are truly a 5 year manager you should consider yourself lucky that you have an understand RD and in a stable region. I must confess that I did not believe regions still existed with multiple managers with several years experience. What you must understand it that some really good managers have been hurt by FIG and you should be more understanding. We were very lucky to get out when we did. I also have to admit that I wonder if you are a manager with 5 years experience. If you are I hope you do not experience the fate of us who have made similar post as yours to come back later tellings us that the post on here was correct and they had just got fired. Good luck. I will assume you are genuine until I hear otherwise.
I tell you what. DL has my personal email. He can contact me, I will share with him and maybe he can verify with you about my length of stay and other mgrs in region with even longer stay. DL. up to you. You have my permission to contact me thru my personal email.
Everyone has a different story to tell of their experiences with Holiday. While your region might have several long term managers, it certainly is the exception. We were with Holiday 18 months as managers and co-managers and in that time we had 6 different RD's, 5 different MD's, and 4 different Regional Sales Leaders. When we left the company, the MD had less than 6 months tenure with Holiday, the RD less than 3 months of tenure, and the RSL less than 3 months. In our region of about a dozen buildings, there were only two managers with more than 2 years of experience in their building. Finally, in the six months since we have left the company, our old building has had three different sets of managers and is now waiting on the fourth set to arrive. Census since we have left has declined just over 10% in less than six months.
I share all of this simply to alert you that every Holiday experience is unique. However, my experience with Holiday looks nothing like your's!
Very well said!
OK, Anonymus and nobody important, I'm reading your love battles here with amusement. There was Holiday and there is Holiday-FIG. The main purpose we are here or have been there is to give the residents the BC Holiday Touch. Everybody knows what that is, or should know. Over the past years I have seen that less and less mangagers followed any company policies what so ever, and thought that was there Building. No, it was not there Building, those managers have been hired to manage either holiday or holiday fig buildings. Therefore, if both of you are still managing, I think it is great, but please do what is best for your residents and your staff and HRC, then everything will fall in place.
nobody important: If I have your email I am not aware of such. I delete the email addys, remove all URLs, plus anything else which could compromise those posting comments in order to protect them.
I see no reason for verification of statements made by anyone in ordinary situations. The only times I have an issue is when "hearsay" accusations come into play or a personal attack passes standard boundaries.
Those who presently work in a community or even home office have my respect. Those who have either left of their own accord or been shoved out by Holiday also have that same respect from me. Whether someone is aboard for a month or ten years is up to the individual and the company. This can be a very widely spaced difference.
Reading your comments I personally find them interesting and thoughtful. While you proffer an intellectual dual meaning option it is up to the reader to choose which option fits their mind frame.
Although I do admit my wife and I still miss the residents I must also state that we can deal with it. My concern as this blog developed has been the treatment of the elderly as a whole. Unless, and until, some form of viable regulations take effect to oversee the treatment of our seniors in these privatized communities the problems will continue. And, unless such regulations are rigidly enforced they will be no different than any other rules set forth - worthless.
The gist of commenters has a common thread. That thread is the fact improvements need to be made for both the seniors and the employees treatment.
You bring up some valid points to consider, as do Anonymous and Concerned. This difference of opinions and thoughts is what has kept the blog interesting. Each of us is able to relate a personal experience from slightly different perspectives. None of them are wrong or inaccurate, but together they show a pattern.
to DlCharles: Your message is very wel put together and very well writen and so true. Thank you.
how can i post my story
Click on "Leave A Comment" - type your words in the box - make up a name for yourself and type it in - type the numbers above the comment box - hit submit. That is all there is to it. No email address or url is needed at all.
I was recently fired from Holiday without warning, compassion or any plausible reason. I am a 30 year old female with a family, and gave up my job, car, and life to relocate only to be fired and sent home like a kicked dog. I was tossed off the premises, and threatened to be escorted by cops. When trying to get an explaination or asked to speak to my supposed supervisor, the two clueless ladies locked themselves in a room and informed my classmates i was a dangerous threat....i refuse to let them get away with treating people like numbers....
dear nobody, by slipping too far I mean we have residents who are moving out, residents who are VERY unhappy, and wish they could move out, they hate the new managers but to what end - some have no choice in the matter. Employees, that while not perfect are being threatened with firing. Co,s who are extreemly unhappy. So what can bring it back??? Do you think the RD cares about that??? They do not listen? Although they should - since they earn bonus on net. It is like a disease in a community when there have been 7 managers in three years and probably as many co's. How??? Even it you try to have a positive attitude can you turn it around???? Holiday is GONE this is FIG and YES threats have been make about quotas. I guess I have finally lost my "Polly Anna" but you still seem to have it.
That definitely is a slip. If your RD doesn't care about that he should be fired. Way back I wrote an email to a very high up at corp. It was an email meant to encourage since FIG had alreay purchased and things seemed to be a little uncomfortable. I told this person that I believed that the only way "The Touch" will survive is if Managers kept it alive. I still believe this. As a brand new Co I experienced 2 of these managers, Just as you described. Give them Resident Relations number. I know, you are going to say they don't call back etc... Mostly true but the more voices saying the same thing the more action you might get. Email your RD or RSL if you are a CSL and cc the managing director or DSL. Co's should do the same thing. Always cc someone higher than RD. They don't like it but it is effective. Associates have recourse and should get ahold of someone above their managers per employee handbook. If they sense retaliation check out the hanbook and file a complaint. Contact Brian Shenkle at HO. Great guy. You see, most RD's do not have the skills to manage people and what they don't understand is that unless they grasp this people concept they will not make it. 7 managers in 3 years is unforgivable. If your managing director is allowing this then he is not doing his job. You guys are gonna hate me writing on this blog but I have to keep saying "it can be changed". All it takes is one GOOD manager team to show up at your community and make the changes necessary. We've done it and the payoff is incredible. It is hard and you will be unpopular but being a manager is not a popularity contest. You are right it is a disease. Like gangreen (sp)? If you don't cut off above the area you take a chance of it spreading. I am a loud voice to uppers and I am still here. I have had nothing but support from uppers. Sometimes it's just lip service but that's ok. It doesnt change the way I manage. Turn up the volume and encourage others to do the same. So give those numbers and email those above you and cc higher. We need people like you. Have reidents write to res relations. DW will take care of them. This is all a mangement problem. Holiday, if you have RD's like this you will lose residents and associates. RD's if you have managers like this then deal with it. Bad management waits too long to deal with these issues. Good management understands the disease illustration and will move quick before it gets out of control. Too much out of control.
The sad part is that the good managers usually end up getting terminated and the bad ones get promoted. Interesting concept.
The bad ones always get promoted.
My husband & I were managers and we were let go on a conference call!! Now that is truly tacky!!!
I understand that this blog is generally meant for co's to vent, but there are good managers out there being abused and used.
Try being a co in training and having a real pervert for a manager. Trying to train 6 couples at once and also trying to get in the pants of 2 of the wives, while the wife is trying to do the same. Needless to say all of the training couples were let go, corporate came for investigation 3 months later and then managers were escorted from building. But the damage was already done to the cos in training. They lost good ones.
Next time around we were able to finish training and became managers at a great community. Co's started out ok, we were told to watch out for them, that they could be sneaky. We even let them HAVE the managers apartment. In less than 3 months they were killing us. Going behind our backs with the residents, staff, and get this, even trying to use my wife's name to some of the residents' family members. Co-manager also tried to fake having breast cancer to try and get sympathy. We were let go on a conference call. They became managers by lying and cheating, and their census is worse than ever.
dear alone... I have heard of such abrupt firings - I am not sure of your position since you only mention yourself. There are attorneys out there who would listen to anything that was unfair. Please give us more info on your situation.
Hello. I have been meaning to post for a while. I am a former home office employee. I worked there for several years and loved working for Bill Colson. I stuck around for 3 years after FIG with my rose colored glasses hoping things would turn around. I finally had to face the writing on the wall and leave. I was fortunate to leave on my terms as opposed to being laid off. What I loved about pre-FIG was that everything we did was about making residents happy. This meant happy managers too. Happy employees= happy residents. When everything shifted to move-ins at any costs and see how many hours we can squeeze out of employees with no regard to quality, and no longer concerning ourselves with the current residents happiness and well being, I could no longer work there. I am happy to say I now have a job with a company larger than holiday and the holiday "touch" is alive and well there and it makes me so happy to be working for a company that has the same values that the Colson's had. Though the company has nothing to do with senior living, i feel i am once again working for a common goal that i can support. What I hope is that anyone looking to come work for holiday at home office in a any position, will look long and hard for another job because there are a lot better companies to work for. I found this out and so glad I have. I am once again working for a company where I am proud to be an employee and enjoy coming to work.
Welcome to you. See, as many are finding out - there can be a better lifestyle AFTER Holiday. Looking forward to your input. dlcharles
Just for the record, I can understand how you feel. In our community one of the first things we do is introduce someone who is "looking" to our current residents. Our residents are the best connection they can make. They can ask questions and immediately get a feeling for how our community operates.
Our philosophy is that we are here to serve the people who live in the community. It is their home and we're here to ensure they enjoy the quality of like to which they're entitled. If managers or "sales" representatives avoid introducing visitors to residents. they either don't realize how important it is to do so, or they're not confident in their community management.
A "good" manager first and foremost loves their work and their residents and will emulate that to them in spite of all the pressures they are under.
When residents feel this and sees the results of a dedicated management team, the community flourishes... We need happy residents as much as they need good managers.
Some of us would like to know who the best RDs are to work for overall. There's got to be at least one of them out there who appreciates hard-working, successful managers!
So far, our RD has managed to totally frustrate about 80% of the managers in the region and at least that many want to quit because of him.
Instead of showing appreciation for a job well done (that puts money in his pocket) he does his best to make you feel totally inadequate.... in spite of the record move ins, high census and community of happy residents....
We can't quite figure out what he's trying to accomplish.
Besides tearing the managers down instead of supporting his managers he tells them something and then goes back on it. This puts the managers in some very difficult predicaments with staff and residents. It makes us look like we're the ones who are unpredictable when all we've done is follow the direction of our supervisor.
There has to be AT LEAST ONE RD who appreciates people who support the company's goals in all areas and are willing to do what it takes to meet them. (within legal and appropriate boundaries of course)
Sorry, my RD is a former KMart store manager. If he brought out his "Blue Light" that would be the best idea he had all year. Laughable.
Allow me to mention a slight problem.
If you use more than one name on here please do not post a comment under one identity and respond to your own comment under another identity. As everyone knows I am detail oriented when it comes to protecting your confidentiality. When several comments under different names show up with the same IP I get curious. When I trace the IP and each one locates to the same city or town I have a reasonable belief that someone is playing games. Thanks
Hallo??!!
she did it, I'm innocent for once
DL - how can I email you confidentially?
thefreebornman@yahoo.com
To DL:
Are you aware of any law suits being filed at all anywhere in the country?
There is presently a class action wending its way through the system - DeCarr v Holiday Retirement (http://www.yourclasscounsel.com/).
I am aware of official complaints with various governmental and discriminatory offices presently underway. There is also another suit as an individual at this time.
Hello,
With respect to ongoing law suits/legal action...... you should also be aware there are several current claims being investigated by the MOL in Canada concerning overtime pay for former Holiday Retirement managers/co-managers - revolving around the fact that more than 80% of their working time they are performing non-managerial duties.
Isn't it sad that a company must be forced by legal actions to correct simple things which should never have begun in the first place. "The times they are a changing".
People are beginning to realize they can have a legal voice which will help protect them and are standing up for their rights in growing numbers.
DL- a little shameless self promotion- please delete if it crosses the line, but check out RLC's new facebook page- www.facebook.com/resortlifestylecommunities.com
Thanks
Jerry: When I click on the addy it brings up Net Assistant, not the site.
try this one
www.facebook.com/ResortLifestyleCommunities
Oh my, awesome website. Need any managers?
I totally agree. Awesome site, Jerry!
Thank You, as far as openings, we are growing, so you can go to our website www.RLCommunities.com, go to the contact section, find employment, and forward your information on from there.
There are a lot of complaints voiced about Holiday Retirement not responding to residents and employees when a problem is reported or of calls not being returned. On Holiday's Facebook page Mrs. Dickerson questions a problem - so far no response listed on site. The standard reply appears to be that the Facebook site is not for complaints or questions. Sort of a "Tell us how wonderful we are - or else go away" attitude.
How do other companies handle the same situations? Does your company respond to complaints or questions? Let us know your company's procedure. If a resident, family member, or an employee has a problem do you respond?
That's a good question DL, and I haven't set a policy for this, I prefer to deal with it on a case by case basis, but I would give an answer to the complaint and the appropriate resource to handle the issue. My hope is that people would work through our Community Managers first, then, if necessary our Home Office resident relations line before they posted the complaint on our Facebook page.
My wife and I just had our dealings with Holiday retirement Corp. Not good. After going through all the paperwork, telephone interview, travel to Chicago for an in person interview and then another telephone interview with Lee (regional manager), we were turned down flat. This was in all probably for the best but we did send off e-mails asking what happened. No return. We are also asking for expenses for the trip to Chicago since we were told by Marcia that since we were over 3 hours away we would be flown there. Again no response. Do these people think that they are someone very special or what? Especially this character called Lee. He was a joke on the phone. Sniffled and snorted all the way through the interview and never once apologized. I know this is probably trivial, but it really tells me something about the management support teams and recruitment.
No, it is not trivial - it is called "RUDE and UNCARING"!
Recently, our CSL's were asked to work a 6th day because they didn't have enough move ins for the month. I called one particular CSL because she seems a bit fearless when it comes to challenges with Fortess and Holiday. Not that she picks battles with them, but she is merely looking for truth and facts and, she's the one we've been told to contact if we have questions (I'm sure they meant about our job and not things like this). It would seem I was not the only person to call her because she finally called the home office to determine what exemption the CSL's fall under. We are presently Salary Exempt but with my understanding, we do not fall under any of the exemptions note by the state. She asked and to date, no one from the home office has answered her inquiry. She did state her concern that her hiring agreement said she gets two paid days off. My thought? If that's the case, why are they telling us to work more without more pay? Does anyone out there know the answer to this? Does anyone have access to employment law when it comes to exemptions?
I have a question for FIG/Holiday or anyone actually. Which would you rather be? In a position of Authority or in a position of Influence? You all know the typical organizational chart with the Uppers on top and the direct reports or subordinates cascading down. This model relies on directives and policies to be handed down for implementation. This model also sets the tone for desire to reach the top. Therefore positions of authority, career and profession become the goal no matter who you have to bump off to get to the top. This is how I see Holiday. What if Holiday turned it upside down? Scary? In short this would require the uppers to become more of a support to those above them (the subordinates/direct reports). If support wasn't there it would soon begin to crumble. A famous coach has this to say about this scenario. "When the leaders below accept their responsibility to lift, equip and encourage the people above them-and when this attitude pervades the organization-what once seemed precarious now looks connected, supported and balanced". If adopted your position of authority becomes a position of influence. I would much rather influence someone. I would much rather support our associates. Turn it upside down Holiday. Please. You might expose some of those who are in it for the position "up the ladder". They are weak rungs in the ladder. This philosophy is recognized and supported by highly successful leaders all over. Here we are in the People business and it seems we just don't get it. RD's CSL's which position are you in? Managers, how about you? How about me?? Are we all about authority or influence?
When my wife and I left Holiday (we were thrown out) there was a lot of hurt, anger and feelings of betrayal. Actually, our story is amazingly similar to others written here. New managers were brought in and in three months we were gone! We loved our job and the residents and we couldn't understand what had happened. What we learned was that hard work, dedication, long hours and the desire to create the best living conditions for the residents didn't matter. What mattered was the move in and how many you could get every week and that whatever you got for any given week was never enough.
After we left, we stayed with some friends of ours for awhile. During our stay, my wife and I would discuss what we read on this blog and what we learned from our former residents. One day my friend asked me why we didn't "let it go"? He thought we were hanging on to the past or something. I tried to explain to him that it was much more than a job. That is was a life that we had cherished. There was a whole lot of love and affection between us and the residents and being forced to leave was heartbreaking. All of you who have experienced this knows what I mean.
At first, being away from the community felt like a heavy soaking wet blanket had been removed. We could breathe! The stress was gone and so were the unreasonable demands of the RD and new managers. But now, every so often I miss the life. Didn't think I would but I do.
Thanks for listening folks. Guess I needed to get this off my chest.
My wife & I left after 11 years with Holiday.I read this blog daily it keeps me connected, I know I should let go but loved what we did but like every other couple hated the NEW Holiday policies etc.lets face it they Fig are making money and thats what counts to them. We miss the residents & the people we worked with.I will never forget that but can not forgive Fig for what they have done to a wonderful company. God Bless those that live in this money hungery group facility.It is not a community any longer.
The Holiday policies and guidelines have not changed much at all if you are referring to Volumes. So the operations of a Holiday community are basically the same. So that takes care of opperations. If you are referring to the new sales push I can understand that but if you remember we always had pressure under Colson years to call DI's. We were asked to make a certain amount of calls, large and small events, use the private dining room, do cookie drops, manage staff, serve residents, manage the physical aspect of the building, create and maintain an atmosphere of peace and security and much more. One difference is we were asked to do this as a four member team, mgrs and co's along with the rest of the staff. We have an added benefit now of having a CSL to take the major responsibility of marketing. We need to grasp this concept as it can be a benefit to the community. Problem is that we have to put up with all the micro managing that comes with this new model. That comes from the RD's and RSL's and higher. Nothing wrong with the regional structure it's just that they are fumbling around trying to figure out how to MAKE us increase census. I wonder if what you struggled with more is the passing down of all the regional pressure? When we came to Holiday it was the best thing that happened to us. We felt like we had found our place in life. The perfect scenario for our skills and gifts. A place where Home office understood what we did and what we faced everyday. We still battled with the idea that most RD's didn't understand what we did day to day but oh well. We felt support and when we had the company conferences it was intoxicating. We were a part of the whole system. We belonged. This belonging has all but disappeared. Mr Colson made alot of money and that is what business is all about but Mr Colson knew that that was impossible without all of us. He knew that if he supported us and strengthened us and did whatever he could to make us successful then he would be successful. The best in the business world understands this. This is what has changed. You are right that "it is not a community any longer" if you are referring to the whole. But alot of the parts of the whole are definitely community. Where we are managing is a community in every way. Prospectives move in due to the fact that some are still communities. They aren't blinded when it comes to the "feeling" at our communities. An influencer/prospective is looking for price, atmosphere, security, social, future needs and so much more. Even with all the changes they move in because the community doesn't reflect all the craziness hovering above our heads. How long can we keep this attitude? Don't know but for the residents sake this is what we do. Hey FIG, the "or else" strategy we hear every week is not helping us or motivating us or supporting us. It is beating us down. Please pay attention to what is really happening and to who is representing you.
I don't know what part of the country you are in, but based on the time of your posts, typically during business hours, it seems that you have way too much time on your hands- basically, I don't believe you are a community manager.
Vacation ends this week as I have said before. Does it really matter? Why do you doubt that I am a manager? It's true. Sorry that bugs you so much. Is it the content that bugs you or that I am exercising my right to write? You sound like an RD watching how many times I am on email or how many calls I am making. Hope you don't manage your associates like this. Truth is I would love to prove it to you but DL was right in his post about my wanting to prove.
I wasn't here when Mr. Colson owned this company but I wish I could have experienced it.
Your comments are right on target when you refer to the feeling in our communities that do not reflect the pressure we're all under. That is exactly what appeals to the influencer and the resident and has consequently filled our building.
Seriously, our success has nothing to do with corporate pressure. It is a result of caring about people and wanting to make their lives as pleasant as possible during their last chapters of life. It is about taking pride in what we do and not being afraid to expend the energy to see it to fruition.
The "community feeling" for managers and staff certainly doesn't seem to exist from the corporate level. Just like the census, we're all just a number; numbers can be erased as quickly as they were written.
The "community feeling" has to be developed with other managers in our regions. We have a network of managers who respect one another and reach out if one is in need. Basically, we just have to take the bull by the horns and create what we need in a positive way.
This job has many challenges, but if we don't lose sight of our purpose, it helps us look past all the pressure to achieve "numbers". If we do our jobs well and take care of our residents, the numbers take care of themselves... We have proven that in our community.
Hang in there!
Right on Hx, I know there are more like you out there. We have that same network in our region. We do our job but it is our responsibility to create this atmosphere of The Touch. You are experiencing the Colson affect because it's in you. You just expressed what it takes. I don't blame those who have left. I do understand but my writing really was in hope to find those like yourself. Thanks
BobbyBGoode:
Understand you perfectly. We left just over two years ago. Our decision to leave was a personal choice as described in the letters which begin this blog.
We occasionally will come in contact with present and former residents of the community we worked in. The conversations are almost rote in the concerns from each one, including that we are still missed. My wife and I made some exceptional friends during our time with Holiday.
I cannot properly express the degree of respect which I have for those at home office in Salem, Oregon at the time we were there. They were not "dead weight" to be cleaned out and thrown away as they were. They made Holiday Retirement what it was and proved their willing support to those in the field on a daily basis. People like Ruellene, Denny Nutter, Rob Bell, Rob Rainey, Sheryl Bauer, Nancy Hewitt, and everyone there made such an impression on us that we will always hold them close to our hearts.
THIS is what made Holiday Retirement great! It was putting people first in order to keep the bottom line growing. Colson proved that over the years. Those days are gone. The present new order hype may be out there to initially draw in the customers, but the support and continuous caring respect which keeps them there sure as hell isn't.
Remember I am looking at this with a slightly different perspective due to my advancing old age. My wife and I still work long hours - it's what we do. Only lately we are beginning to consider retirement options for a few years down the road and checking out the potentials. We both hate the cold weather, love saltwater fishing (or any fishing), and, due to our working for Holiday, have a much clearer idea of what and how to research different retirement companies. The last thing we want for ourselves or any of our relatives and friends is a cattle-feed-lot operation.
One of the companies which both of us are very impressed by is Resort Lifestyle Communities (http://www.rlcommunities.com). The fact that a member of RLC cares enough to converse on an equal basis with those on the blog about our concerns is outstanding. Jerry F. posting his ideas and concerns to everyone shows not only good business sense but he represents his company and its concept in a most positive manner which we applaud. He has occasionally taken some heat from other posters, but he stands up for his company and its concept in a forthright manner and does so with the authority of a higher-up. Other companies should take a lesson from RLC and join us. Now, if only RLC will build in a warmer climate.
I had more contact with Sheryl Bauer than the others. Sheryl was a class act and I wonder if anyone knows what she is doing now? Her resignation was a big clue to what was coming.
Sherl Bauer was and still is a class act. She is a very smart lady who knew how to deal with anyone in the field or at home office. Holiday is "nothing" without her.
Achmed, you should have said, FIG is nothing without her.
You'll find her at Hawthorn.
Thanks again DL, as far as warm goes- we have Lakeline Oaks in Cedar Park Texas, and opening April 1st is Provident Crossings in Round Rock, Texas. We will break ground in April on Robinwood in Bartlett Tennessee just outside of Memphis- so we are getting warmer!
Chuckling here, Jerry - when I mention "warm" I am referring to southern Georgia or northern Florida.
A meeting or a conference call should be an up lifting experence. But all of those we had or attended were nothing but threats to be fired if you did not fill the building. My wife & I filled several buildings over the years we were employed.The wasted time spent on conference calls is unreal.I have many years in sales,held many meetings and always made it a point to motivate people not put them down.I am told that is one of K-Marts problems.They do not have motivational calls or meetings. You will remember the conference calls started after the BLS were hired.As I stated earlier we miss the residents, but sure don't miss the threating calls. God Bless those that are still hanging in there.We have found life outside of Holiday, and love it!
To "nobody important",you wrote "You sound like an RD watching how many times I am on email or how many calls I am making." I'm confused, you speak out of both sides of your mouth,you bad mouth FIG and the RD's then support them, it's a little confusing. I envision you sitting on a fence, not knowing what you really think or which way you'll fall. Sorry, no offense, but it's very confusing.
An additional comment, I used to work for Home office, it was absolutely horrible. So glad to be gone. Whew!!
Read some of my posts where I say "a good RD" or "a bad RD". Or read where I say "support from uppers". If they do right I'll support. If they don't I'll speak out. Very consistent. Know many Home office people that are still there. You were all nothing but wonderful. Truth. Only dealt with one that was unpleasant. She's no longer there.
Wow - I am beginning to feel that this "Blog" has become a lot of blah blah... Yes it is good to get things off of your chest and to realize that others have been through what you have -but how better can we support one another???
TO: Nobody important - I too have felt that you are very conflicted. If you have been in the trenches you should have more sympathy. Sorry this compnay has left me very burnt out and a true sceptic that this company will ever turn around. We all should probably go into deep therapy after leaving.
what the heck was that???
Spam advertising for porn sites - Deleted. They are all over the web constantly trying to place their ads.
This particular one comes out of Gauteng, South Africa (IP 188.143.232.42). Dealing with the garbage is part of having a website on today's internet.
thanks for the explanation - I thought you caught or protected against those sort of things.
I work hard at it, but big money funds people to place ads wherever they can find a spot on the net. As they appear they are deleted, blocked and black listed. Each one must be dealt with separately. They are usually not a viral concern to anyone, just a nuisance.
Just thinking about the amount of managers and co managers that are currently leaving Holiday. I am wondering something. You know how fig attempted the GM position and failed miserably? At the same time they were hiring RD's from extend-a stay. I wonder. Are these same RD's strategically causing massive Mgr/co turnover to prove a point? Maybe to prove that the Colson model won't work?? Maybe they want mgmt teams to appear to be the problem so they can get back to the GM model. If they go to AL they won't need the 2 mgt team model. Seems strange since all Holiday residents moved into Retirement living not assisted living. These residents chose Independent living over AL. Will they leave?? Will another company start buying up communities to get ready for this exodus? Does FIG ever wonder why there is so much Mgr turnover? Maybe they should look at some of these high turnover regions and ask some questions. I know for a fact that our region is imploding and it is mostly due to bad RD. CSL's see it, co's see it, mgrs see it, amd's see it, Reg chefs see it. I'm kinda feeling an anti CMT live in mgr thing going on. Could this be true??? Sure is hard to fill a Building when the RD cannot keep teams on site. What a waste of time. FIG, find out why the teams are leaving. Ask them not the RD's. You know if a community has alot of associate turnover we say it's bad management. TRUE. So when a region sees alot of CMT turnover is it bad RD?
You are giving FIG and their Extended Stay/Kmart team too much credit. They have no plan and they don't know what they are doing. Us rats are just leaving the sinking ship while the FIG/RD are denying that the ship is sinking.
Would be smart of FIG to give exit interviews as other companies do but so far haven't seen anything FIG does as intelligent.
I found your article interesting... Would make sense...
The reason we see why MGs and Cos leave theres to much pressure to make calls, aid and attendance, events, tours, and pouring coffee 3 x a day at at least 3 hours a day. The constant calls and emails to do more and more from RD & RSM. Plus all the resident needs-we want to help them but are pushed beyond
what we can do. The RSM & RD need to come and run a building 1 week and see
what life on the front is. Then couples start fighting from being tired and overworked and pushed. The CMT and Co mg came to work to help people but its very frustrating when you can't spend a little time visiting -So it goes
ATTENTION RESIDENTS OF PARKWOOD MEADOWS IN ROUND ROCK TEXAS AND HIGHLAND ESTATES IN CEDAR PARK TEXAS! It has come to our attention that several of your neighbors have found a great way to reduce their monthly rent- simply give notice to move to a local competitor and the manager will A. MEET WITH YOU AND YOUR FAMILY, HARASS YOU, BAD MOUTH THE COMPETITOR.
B. THE MANAGERS WILL OFFER YOU RENT INCENTIVES AND REDUCTIONS TO STAY. It is really that simple, go for it and get your savings today!
I think that calling their bluff thing only works in some regions. Not all managers will go to bat for the residents, I do feel that some of our residents are leaving for a variety of reasons; bad management, retirement dreams shattered by what their communities are becoming, bad food and so on. When will FIG figure it out??? When they have the new model that they want for their investment - which means more return on their investment. People are unhappy and will continue to look for other options, both residents and management. I know that we are about to throw in the towel. Just don't want to leave with out at least one of us having another job first. That is another whole issue - feeling stuck, because in another industry your mate would have a job to carry you through, here you lose two jobs. Not all of us are of retirment age with something to fall back on. To "Nobody Important" - you are just plain out there.
To: Holiday World
Date: March 3, 2011
From: Jack Callison & Bob Donovan
Re: Congratulations on a Fabulous February
Greetings Holiday! Spring is finally in the air and there’s certainly a spring in our step as we celebrate yet another outstanding month of sharing the Holiday Touch with seniors across the U.S. and Canada in our usual record setting manner. We encourage you to take a moment to pause and reflect on the following…Not only did we just post the strongest performance in Holiday Retirement’s 40+ year history for the highest number of gross and net move-ins in the month of February (kudos to everyone on this terrific accomplishment), we are also celebrating twelve consecutive months of outstanding positive net occupancy gains for the entire organization. That’s right – one full year of consistent and healthy monthly occupancy gains without skipping a beat.
We all know that consistency in execution is the key to success in our wonderful business and consistent we have become. Bob and I are incredibly proud of all 10,000 of you individually and collectively as an organization. We are an amazing extended family at Holiday Retirement and I know we all do what we do because we know beyond a shadow of a doubt we can positively impact senior’s lives each and every day. We join you in celebrating not only our wonderful record setting performance, but also the tremendous privilege we have all been blessed with; the opportunity to love and care for a population that journalist Tom Brokaw originally coined “The Greatest Generation”. That generation, of course, is our residents.
Reflecting on the month of February, we just welcomed a record setting 1,205 new seniors into Holiday Retirement communities this past month. This resulted in a net occupancy gain of 181 residents, also a 40 year record for the month of February.
We want to recognize the following teams for setting all time records for the most gross and/or net move-ins ever in a single month:
Most Gross MIs Ever Recorded Most Net MIs Ever Recorded
West District 223 West District 81
Boje Region 56 Daley Region 23
The following teams set records for the most gross and/or net move-ins ever recorded during the month of February:
Most MIs Ever Recorded Most Net MIs Ever Recorded
South District 421 West District 81
Midwest District 301 Boje Region 24
West District 223 Daley Region 23
East District 154 Fair Region 21
Canada District 106 Erselius Region 21
Fair Region 66 Perras Region 19
Luyt Region 66 Yensen Region 19
Boje Region 56 Luyt Region 18
Young Region 54 Nidd Region 15
Daley Region 53 Young Region 14
Reed Region 48 Mischak Region 11
Mischak Region 48 Cook Region 7
Erselius Region 46 Eliscu Region 4
Collingwood Region 46
Scharfenberg Region 44
Myers Region 44
Nidd Region 43
Yensen Region 42
Cook Region 40
Lease-Up East Region 38
Eliscu Region 36
Mueller Region 34
Au Region 33
We also want to recognize our top performing communities who recorded the highest number of Veteran move-ins and Resident Referral move-ins during the month of February. These communities are the best of the best at lead generation and conversion.
Most Veteran MIs This Month Most PDR/Resident Referral MIs This Month
Willow Grove Matthews, NC 10 Atrium at Gainesville Gainesville, FL 6
Atrium at Gainesville Gainesville, FL 10 Ventura Place Lubbock, TX 3
Carmel Place Charlotte, NC 9 Madison Sun City West, AZ 3
Montara Meadows Las Vegas, NV 9 Oakwood Hills Eau Claire, WI 3
Eagle Crest Myrtle Beach, SC 9 Woodlands Village Bradenton, FL 3
Ventura Place Lubbock, TX 8 Arcadia Place Vista, CA 3
Lodge at Cold Spring Rocky Hill, CT 7
Vista De La Montana Surprise, AZ 7
The following communities contributed the highest total number of gross and net move-ins during the month of February. Please join us in congratulating these teams for the tremendous job they did sharing the Holiday Touch with new seniors this month!
Most Gross MIs This Month Most Net MIs This Month
Ventura Place Lubbock, TX 18 Ventura Place Lubbock, TX 10
Atrium at Gainesville Gainesville, FL 17 Greeley Place Greeley, CO 10
Hawaii Kai Honolulu, HI 14 Atrium at Grand Valley Grand Junction, CO 9
Willow Grove Matthews, NC 13 Simi Hills Simi Valley 9
Greeley Place Greeley, CO 12 Apple Blossom Rogers, AR 9
Atrium at Grand Valley Grand Junction, CO 12 Atrium at Gainesville Gainesville, FL 8
Desoto Beach Club Sarasota, FL 11 Willow Grove Matthews, NC 8
Montara Meadows Las Vegas, NV 11 Springs of Escondido Escondido, CA 7
Parkwood Estates Fort Collins, CO 10 Yosemite Gardens Clovis, CA 7
Park Plaza Walla Walla, WA 10 Okanagan Chateau Kelowna, BC 7
Simi Hills Simi Valley, CA 10 Lodge at Cold Spring Rocky Hill, CT 7
Carmel Place Charlotte, NC 10
Eagle Crest Myrtle Beach, SC 10
Apple Blossom Rogers, AR 10
And finally, we would like to celebrate the communities that have achieved 95% or higher occupancy. Congratulations
Does FIG also own Walt Disney?? This sounds like a fairy tale.......Jack and the Beanstalk.....Sponge BOB.......
If all those numbers are really true, congrats.......
I hear that RD"s are forcing managers to enter phantom move ins and if they refuse they are fired.
You don't really believe that do you? FP&A would have a fit and their sales and marketing analysis would be a shambles. If you have names let's expose them. Do you know what regions or what RD's?
Do you honestly believe they aren't? I know of one for sure who may not force the issue, but certainly supports it and doesn't do a thing about it.... After all, look at those bonuses they got. Do you think he's going to tell corporate and lose all that money and positioning in the company? It's disappointing to those of us who do things honestly.
Desire names? The following told us to but we refused to move in people until we had a signed lease and money in hand! Then again, shortly afterwards, we got wrote up for being insubordinate. Anything else you want? MD Mark Prince, DDOO Kim Meyerholtz, Regional Hal Cook, and RSL Doug Campbell
Wow! Thanks for blowing the whistle. When do they show these phantom move-ins as move-outs?
Are you connected to the company? Can you actually do anything about it? These guys are all so closely intertwined as buddies from another industry it would seem impossible to penetrate their network, regardless of how unethical their practices are. Managers have no place to turn because they'll all back each other and the rank and file will go, not them.
Hal Cook definitely supports phantom move ins and covers them up. I've got several friends who work in his region and it's a very ugly situation. They don't even want to work for him.
In fact, I heard from a reliable source that five manager couples are leaving his region, probably within a month. They're tired of having him beat them down and they don't want to be part of the crooked practices. He'll do anything for a move in, except support his managers.
My RD is great and I'm so glad we aren't treated the horrible way he disrespects his managers. Cook likes to make them feel as incompetent as he can and seems to think this is "motivational".
When is corporate going to wake up? Five managers leaving within 30-60 days in a region of 10 or 11 communities??? That's not a good batting average if you ask me. Oh, but I guess when you're a buddy of the "Big Boss" you can do whatever you want, even if it's illegal and fraudulent....
How would all those fake numbers look to the "public" if it's exposed when or before FIG goes "public"? I believe that's illegal, not to mention misrepresentation. If Wall Street Journal gets wind of this it will be a fiasco. How many other RDs are doing the same?
If you honestly think Hal Cook is the only RD out there making phantom move-ins you are sadly mistaken. I know 1st hand of at least 2 others!
Also heard that a corp HR person was fired a day after blowing the whistle regarding this practice- so maybe Jack is protecting his bonus. It will all come out in the wash very soon, when the debt to Fannie Mae comes due.
Wake up and smell the coffee. Corp. has a nightmare on their hands right now. You may have no idea of the mess the VA deferrals have caused. Some communities gave away the farm, but vets or spouses of vets are not getting qualified and are living in apts for less that $500 per month, so they either get qualified or will be forced to move out. Last year the focus was on move ins, this year it is all NOI.
What is NOI?
Net Operating Income
Hi - I lost the other message??? We are residents who are moving out. The reason we are giving is to be 80 miles closer to our children. But we would be moving anyway. I am tired of putting walkers away for people, of laughing at the same joke every day, of reminding people what time it is. But most of all I hate having the menus dictated by people in Salem who send out untested recipes that are so poorly described with fancy names that menu names are a standing joke among residents. We read the menu and then say .. "Now who knows what we will eat?" Also during the summer we see beautiful big strawberries growing in local fields, sweet corn, tomatoes and we have to be served the tasteless shipped in junk that Sysco sells. (By the way -- who gets the discount Sysco is paying? We do have a good Chef-- but he can only cook the quality and variety of food he gets. There is no way that Sysco could mistakenly ship a poor grade of Peas EVERY time!)
So we are leaving before the entire place becomes assisted living. (The "gracious" has already departed.) I'm sorry to leave my friends and in particular the workers here. We have had a good "Staff Appreciation System" here for five years. (A computer program tells us how many of each size bill is needed for each worker's share of the tip money. Very simple.)
I'm sorry to read that things are not better in other buildings .. I hoped we were unique.
Cheers
scienceteacher
(NOTE: The above comment is re-typed from Part 3. It rather says it, doesn't it? dlcharles)
As much as I loathe “Holiday Retirement” (FIG) and would like nothing better than to see it implode. I must be the Devil’s advocate for a moment as far as food is concerned. In both of the communities we worked, one was OK and the other was good, fortunately neither was bad, that has to do with the chef. It takes a very good chef to make the menu work at Holiday. Unlike a good restaurant where you have a menu with maybe 10-15 main entrée’s and basically serve the same meals every day, it’s pretty easy to keep the quality up. When you have a menu plan to follow from Holiday with hundreds of meals and a budget of under two dollars a meal, it gets tough and it takes a good chef to make it work. As far as buying fresh produce, fruit etc., I don’t know the laws in your state but in Washington State when I applied for a restaurant license several years ago they wanted a list of all licensed vendors that I would be buying from. I was told I could not bring my own home grown veggies much less pick them from a farm or buy them from a road side stand. Food handling is more strict for seniors on top of everything else. We always had residents that disliked the food no matter what it was but most liked the meals. I would suggest moving if you do not like the meals because it probably will not get better, but I would suggest moving away from Holiday Retirement anyway.
We miss our seniors and still hear from many of them, things are worse than ever. Since we left seven months ago our community has gone through 2 managers and 3 Co’s , The system is not sustainable and never will be. Upper mgmt., does not care so don’t think it will change. I realize many of you are not in a position to up and leave as are many residents. For those good managers and co’s hanging in there our thoughts are with you and thank you for practicing the touch, our seniors deserve it.
I have been a chef with holiday for many years, and it was tough to follow the foodservice guidelines and menus as in each state and region, seniors have a different taste of food. Now I work at a seniors resident like Holiday, where I am in charge of the menu and I can cater to the likes of my residents. Ever since I started there, the food has improoved by 100% and i have to be honest, I have to thank the Holiday Touch, not Fig, for the knowledge I can incooperate in my new position. Like at Holiday, I am very well liked by our residents. On top of that, our foodcost is much higher than Holiday, and sofore it is much easier to order high quality meats and seafood. Good food = happy residents = word to mouth marketing = 100% occupancy. We are 100% for ever and the waiting list is long. Cheers
So who do you work for now?
Does anyone know if you can qualify for unemployment benefits if you quit because what you were trained for - Independent Living - is not what we are managing or selling? i hate to do tours because i feel like i am lying - i know i am lying! They are not going to get the Independent Gracious Living experience they are being told... we want to leave because it tears us up what we are seeing everyday but can't really afford to without some type of income sad to say!
I doubt it, quiting is a mortal sin in the eyes of the employment benifit system. On the other hand, if you could make a case for fraud on the part of the company, you might have a slim chance.
You have a better shot at benifits if you hang on and get fired like so many others.
If you worked for me I would fire you for lying. If they are not getting the Gracious Living experience in your building then maybe you need to look at yourself. I can assure you this In my building we take great care of our residents. I preach it everyday to my team "Residents First" the managers need to set the expectation in their building. I DO NOT EVERY LIE TO GET A MOVE IN. Maybe you need to think bout that.
Not sure what happened to the blog I responded to, but it is gone.
If it was an advertisement it was removed.
Right On Ethics. Stay firm. This is what will turn things around. As I said before, there are those who haven't compromised or lost their integrity by hanging in and doing what is right. You are the building blocks for a better FIG/Holiday. We hold no malice for those who have left. For the residents and associates we press on.
We do EVERYTHING in our power to give them the Gracious Living.... It is the residents they are moving in who should be in ASSISTED Living that is taking away the GRACIOUS part of the Independent Retirement living. the Residents are the reason we are still here!!! I have never given less than 110% for any company I have worked for that is why this tears me up so much to see what they are getting compared to what they signed on for. I don't think it is safe for the residents that needed AL to be in IL, but what can we do??? We are not in control of who our CSL moves in and they definitely don't want any move outs What do you do??
You are wrong. If you were my co manager we would sit down and have a deep talk. I find it very unkind that you are wishing to keep people out that might have some special needs. If the residents are the reason you are there then embrace all of them. Your argument is very weak. The resident population mix has not changed one bit in my 5 years. It is you who must make it Gracious. All of them deserve a quality of life they deserve. Let the families make that judgement call to go to AL. If they want to move into your community welcome them, serve them. If they are getting less than what they signed up for then shame on you. Come on, please quit blaming everyone else. Noone wants a move out. So what do you do? Start thinking about your residents and welcome those that want to live with you. Do your job, extend the touch and make a difference in the life of a senior even if they are different or as you put it not Gracious. Grace being the root word says alot. Grace is unmerited favor. Show them Grace even if they are unlovely. Please.
Comment body deleted as unauthorized advertising.
Wow!! I know what you mean I get the same thing from a few shots of whiskey.
Good question from "Disillusioned" It probably varies from state to state. I have always heard that you have to get laid off or fired.
I am wondering...if we take a leave of absence can we keep our medical insurance??? Not sure if we would have to pay the whole amount or what is being deducted as our part from our pay now. Will have to get the HANDBOOK out I guess.
I think that was spam that got through some how. A shot of whiskey is probably safer - LOL.
My thoughts: If FIG is only in primarily for the money, and not the residents, it is time for them to sell Holiday for as much as they can get to someone who cares about the seniors. If Fig is in primarily for the residents, then I think it is time for them to get as many as possible former Holiday employees who cared back on board and turn the ship around, but they might need a new captain on the helm who leads and shows by excample what the Holiday Touch is about.
I'm thoroughly confused. As I look at what has transpired with multiple people within Holiday, how is the company able to hold their head up and continue along this path of deception. How can communities allege to be 90% occupied and yet continue to move in 10 - 12 residents monthly? Some things to ponder
-What happened to Edwin and Dorothy who were brought in to fix HR and the problems...what did they see / learn
-What happened to Stacey, the VP of Marketing guru...why such a short tenure
-What happened to Kelly, who handled all communications...what did she hear or know that caused her ouster
This company has some inherent issues which need to be raised to the surface...I expect there will be a day we see it featured on "American Greed'!
Holiday does not keep their heads because they are too busy burying it in the sand.
In my opinion, if you want to get a good understanding of the ethical degradation of Holiday/FIG, follow the logic of the troll on this board "nobody important".
Consider the inconsistencies of Her statements, including the attacks on those that voluntarily left Holiday because of the new set of values imposed upon them by the current management. Latest example, defending the selling of assisted living under the auspices of independent living? Or, how noble a person you are if you can promote the old Holiday's "touch" while supporting the new Holiday's management team and their values?
Very early on, DLCharles saw this new ownership group for what they were. His letter of resignation prognosticated the future of what has shown to become reality.
This is a business first and foremost. It was before FIG and will be after FIG. FIG's business model is not the model I personally choose to promote.
As a regional director has just recently said several times during a conference call, "This is a SALES oriented company, NOT a bed and breakfast".
In response to what Disillusioned wrote: I don't think any of the management teams do not WANT those who should be in AL to come to our IL communities. I believe it has more to do with what is best for the potential new resident! We are not equipped or trained to meet all the needs of what some of these people need. It has nothing to do with not wanting them, per se, or wanting to help them. Our desires to do whatever we can to help are very real and very strong. It is more of being realistic and keeping those who need AL SAFE and well cared for.
I have a question: does anyone else wonder how EVERY month (since February 2010) has been a "record breaking" month for move-ins?
Easy, just keep listening to the same broken record.
I asked the same question a year ago, a fellow chef thought it had to do with the newer buildings filling up. Or the welcome-new-resident PDR parties is generating a lot more DIs than it did in my building.
It's easy to have record breaking move ins with occupancy so low. Colsons never pulled this numbers because there were not that many vacant apartments!
"Missit" Couldn't agree more. There are communities and facilities designed and built for assisted living. It just so happens that they are considerably more expensive to move into. The ratio of staff to residents as well the training required to manage assisted living are the primary factors related to the increased costs. (not only do the majority of the RD's lack knowledge/experience of senior living they have even less experience regarding assisted living. Would you want your family under their care?)
Regarding your question of the accounting for move in's? A number is a number, it is how you present it that con-notates "value", i.e. whether it is good or bad. A good CEO is worth his/her weight in gold if he/she can spin the numbers to reflect what the shareholders want to see.
Remember, FIG purchased Holiday for roughly 6 billion dollars, financing about 4 billion of that amount. The current value of Holiday is approximately 4 billion, the borrowed amount, with the financing up for renewal. Management at Holiday is desperate. Desperate people often make poor decisions...
To Anonymous: Thank you!
Found this post dated March 5, 2011 on Glass Door.com from a current anonymous FIG employee:
Holiday Retirement ASL: (Current Employee)
“Overworked, They lied about position and stuck behind a place, not office to work only a database calling all day long.”
Pros
bonuses are alright but will end when they go public
Cons
REVIEW HEADLINES: Company's a smokescreen: Hired everyone to get numbers up to get to go public, offering incentives to move ins but will cut them when they go public. Hired as doing outreach in community, involvement with residents. Managers don't want us working their leads or people they talk to. Have created animosity among all managers and sales people. This company doesn't care about the people and I have worked with Seniors and am compasssionate. They want numbers up so they can go public, Then what's going to happen is the investors and shareholders will have the bag ....they just want the residuals. They don't care about anyone...Then they will sell the plan to other Senior Living to make their monies.
Advice to Senior Management
GO BACK TO YOUR JOBS where you can actually succeed and not be on conf calls 24/7 and say rah rah to your sales persons and managers and make action plans...anyone even a caregiver can fill out a form of an action plan from home...Step in our seats!!! And get compassion for REAL SENIOR LIVING
What is the time line for FIG to go public?
I too am very confused...How can so many of us be lead astray? As I think about the hours we all put in and today I realized for sure that we really are now assisted living. I spent the larger part of my day helping residents and talking to the families about "What to do" they are not able to live independently any longer. That is why we are so exhausted...then there are the constant phone calls, emails, tours, Kronos, server schedules. menues, night calls, ambulance calls, beligerant residents, those who are mad that their dreams of living a REAL Gracious Sr Lifestyle no longer exists, the maintenance that ONE person can not really do in a 40 hour week , so you get to do that too, etc. etc. etc., hell; pouring coffee three times per meal is the least of it.
Linny, unfortunately that is the true job description of Holiday Retirement.
To use the Biblical definition of grace as “nobody important” wrote: the excuse to keep residents in place that need to be in AL is weak and wrong. While I agree that all of them deserve quality of life their safety should be the priority. Leaving that decision to family when you know they need more help is not grace. When residents wander off from the property and neighbors call to tell you they are lost. When persons use the paper recycling for the potty (safety issue for other residents). When you find them wandering the building and can’t find their way home repeatedly. When you are lifting fallen residents (against company policy) . And the many other reasons too numerous to mention. It’s time to make the call to family to let them know they need more help, caregiver, AL etc., If family refuses to do something or management refuses to do something call Adult Protective Services and report the resident and manager or co who refused to act. What I have seen is management doing things they were never trained to do or should do. Their reasons vary, some pure selfishness (census) or fear of their jobs if census drops. Some believe they are doing the right thing. As long as Holiday Retirement uses the guise of Independent Living to keep within the law or on the edge of it as it does with labor and everything else. They know full well what you are doing in your communities. You better read the fine print. They will not have your back when it hits the fan, you will be fired, held responsible and left holding the bag. You are not martyr’s or head care givers, you are Managers and Co’s who should provide a gracious lifestyle for your residents but their safety and well being should be the number one priority.
Thank you - exactly what I was trying to get across!! Safety of all the Residents!! We are not AL, we are supposed to be IL. We have a resident who has Alzheimer's and it scares me so much when she comes up missing!! Her son finally decided to move her to a secure facility and I am so thankful - I told him we were sorry to see her go but relieved to know she was going to be safe now!! That is our heart!
Cost cutting taking place ALL company cars have been pulled. Everyone has to drive their own car. They are short handed,can't get or keep managers.What few floaters they have are working in other reagions/states.The reason they are showing so many movein's, they are not showing the move out's!!
This should serve as ample warning to all community managers and co-managers - no matter how close you think you are with your RD, you'll be thrown to the curb in a heartbeat when they go public and/or merge with Brookdale. Have an exit plan, save some money so you won't be homeless, actively explore the job market. Your RD will only be out for him or herself, so watch your backs.
I've been on this blog for a long time now. What I can't understand is why the media hasn't picked up on FIG? Does the CEO have a big enough reach to kill possible media reports/investigations? What happened to Dateline NBC?
Whatever happened to Cathy Newhouse and her "Health & Wellness Services"?
does anyone know what happened to RD ted bird? his is missed!
The straw that broke the camel’s back with my wife and I was when our RD during one of his time wasting weekly conference calls asked us and the other communities in our region why there were so many move outs without the proper 30 day notice. We had 34 deaths between nov 2009 - july 2010 at our community alone, some moved because they needed a higher level of care, no one moved because they didn’t like it there. All he was concerned about was the extra month rent that we should have collected from the families and wanted to know why we didn’t ask for it. That is the “Holiday Touch” from upper management.
My wife and I were deeply impacted every time we lost a community member due their their passing. It would take us days to recover. We can imagine how you felt regarding the ignorance/insensitivity of the RD's.
For example; We did our best to follow corporate policy of applying the 30 day grace period to rent, upon a resident's death. If we could lease the apartment, we would...
Your comment resonates as it reminds me of a weekly conference call meeting. A meeting in which I could not contain myself. In the week prior to the call, we had lost two residents. The RD made comment about our having two "move-outs" and how preventing a move-out was as important as getting a move-in. In his typical, cocky "I can sell anyone" bravado, he told me to set up a meeting for him with these residents and he would show us how to turn them around, "re-sell" them.
I am so glad I do not have to deal with that group of morons any longer.
Poor coffee at 8 a.m., Find a dead resident at 8:30, poor more coffee... make DI calls at 9:00, don't miss the timeline....or a rent increase.....
I am just waiting for the day we can leave HOLIDAY. Lost a resident to death today, very sad. Others leaving for higher care or to go back home. Probably have six move out's for the month.
Yeah I can see and RD or RSD saying they can turn around or save a move out of someone who just died and they just really should have planned thier death better so that they could have written a 30 day notice. They must have ice for blood.
We are hanging on trying to save a little more money but may lose your sanity in the process. Wondering if it would do any good to just take a leave of absence and hope things turn around...
Well Linny, at least you seem to have kept your sense of humor.
Things will change if/when the RD's and RSD's are replaced with more intelligent professionals, professionals with a track record of success. This current leadership has this formula for success that failed them in the hospitality industry. It is proving to fail in this industry. They've been given the reins to make it work. Expect them to have those reins taken away sometime this year.
People (prospects/DI's) buy from people they trust. If you and I and the rest of the community managers don't trust these RD's, how can anyone else buy into the ruse they insist be promoted.
I hear a lot about coming CHANGE however, how can one know what or when that will be? There are so many rumors within the company and within communities, you just don't know what to think. Some companies have a private confidential hotline that employees can use to report issues, I have not heard of one with this company.
Linny, chances are it will never change for the better as long as those in charge of “Holiday Retirement” are in place, It will probably just continue to get worse. The best you can do is do your job to the best of your ability until you figure out how to escape or as some find this their calling. I know Holiday represents itself as Independent Living but the facts are the average age in the communities is abt., 85 plus, it took about a week for us to figure out the job was much more than represented. 10-15 years ago the average age was in the 70’s there is a big difference between 70’s and 80’s, they just have more needs.
While it was wearing, tiring and trying we enjoyed meeting the needs of our seniors. But there comes a time when you can’t meet those needs or shouldn’t for the safety of the residents and something has to be done. Too many mgrs.., are keeping residents past that time, they need to search their hearts as to the real reason they are doing so. I’m not real good at keeping my mouth shut so when Gunter came on board and we had our sit down meeting, I gave him an earful of what I thought. The job is hard enough, upper management makes it overwhelming. Fortunately we still had our home and a means of escape.
Good luck!!!
Gunar is gone and so are you. Holiday is better off. As I said, Gunar type MD's and managers won't make it very long. You spent time figuring out how to escape so obviously your heart was not in it. Your job was to serve seniors according to your job description not meet their needs. Since you are talking about their special needs because of age that is up to the family/influencers to do. What is "that time". Meds, showers, more care providing? If you have a concern then talk to family. They are the deciders. Does this fit for my mom and dad? Can we get more help for them here and keep them at home?? Who made you the decider?? You should be mangers at an apartment building where you don't have to deal with people beyond your comfort zone. Oh yeah, I forgot, you are.
LIKE,
Well said nobody
“nobody” I was anxiously awaiting your graceful response and it was pretty much what I expected. Since you can judge the intent of a person’s heart you must be omniscience. You might sit down with your staff and have that talk with them and tell them to stick their heads in the sand because it’s none of their business, who’s business is it? Who better knows the mental and physical condition of our residents than management or should, when family refuses to act or make a decision someone has too. If you refused, shame on you, that’s elder abuse and criminal, I would suggest any employee of yours to call adult protective services on you.
Since unlike you I don’t know the intent of your heart, It makes me wonder how many more call’s you might make if your census didn’t suck.
When you say “Your job was to serve seniors according to your job description not meet their needs”
I’m pretty much dumbfounded with that mistranslation of the Holiday scripture. I’ll assume you mean coffee and tea. Actually we could have left anytime we wanted, we hung in there month after month hoping as so many others that things would get better, it was serving our seniors that kept us there. When I use the term escape, probably bad wording but many are in that situation, no place to go, no income, no savings to fall back on, they are trapped in a sinking ship just like you are. Just another opportunity for personal growth, Right!!!
Excuse me, but what is the difference between "serving the seniors" and "meeting their needs"????? The job description clearly says that "The Touch" is what "we're" all about. Meeting their needs IS The Touch. Serving the Seniors IS The Touch. Since there a lot of residents who do not see their family members very often, or when they do, they put their best foot forward, so to speak, their families are not always aware of the decline of their loved ones. "Meeting their needs" also means realizing that staying in our communities may no longer be SAFE for them. Not that fact that there is extra work! SAFETY and helping these wonderful people to keep their dignity are the key points here! SAFETY first, of course!!!!!!
Question. Would you ever want to manage an AL community???
To "imdone". Thank you. I totally agree. To "nobody important". The answer is YES!
To "imdone"; Don't waste your time with "nobody important". She is a troll and responds in whatever way suits her purpose, which apparently has little to do with managing a community. It is a chore to have to read her illogical statements defending herself whilst attacking those that disagree with the unethical business approach taken by FIG. She is definitely "touched".
Anyone with the least bit of intelligence understands what you are communicating.
By the way, Holiday's job board has two profiles for retirement community managers. One is specifically for assisted living facilities. Which position did you apply for?
Also, there has been a big push to go after the VA/Government dollars for the independent living facilities. Of course, to qualify, the Vet must meet specific criteria, of which, assisted living is one.
Why do you folks hate folks like us that disagree with your bitterness? Why can't you support those of us who are still fighting for what is right? We are still serving Holiday residents and not willing to give up. We are still answering e-calls. We are still working crazy hours. We are still increasing in census. We are still holding hands of residents while the ambulance is coming. We are still plunging toilets. We are still working with the families. We are the Holiday Touch. You escaped and we stayed behind. You are so concerned about the residents??? We are still in the trenches. It was too much for you but why shoot at those of us who are still serving and caring for Holiday residents?
nobody important: In a way, you bring it on yourself. Your approach is cold-hearted many times and I've found myself responding to how you respond to others many times. It's like a parent telling their child "it's not what you say but how you say it." Add a little kindness and understanding to your comments. Remember, yours is not the only opinion that counts. There are many sides to the FIG/Holiday organization and you are but one small part of that. Appreciate the opposing side, and simply agree to disagree. I have found your comments to borderline rudeness and antagonistic and again at times, find myself agreeing with what you say. Practice reducing your criticism of others and they will be less critical of you. Words of wisdom from someone who knows not so much, but understands the human response.
Discouraged, first of all if you will notice in postings that my writings are in response to rudeness and attacks and criticism by others even yours towards the fact that I decided to stay. Mine are responses. Because I have seen the residual affects of bitterness my writings were a call to abandon this practice. But bitterness always wants to hang on to the victim. It feeds on these people. It eats them up and spits them out leaving them forever in a deep deep hole with seemingly no way out. Then bitterness throws dirt in the hole in hopes to bury the victim. Ever hear the story about the donkey that was deemed of no worth to it's owner? How it was thrown into a well to die. Every day the owner would throw dirt in the well to cover up his deed. Then one day the donkey appeared outside the well and when asked how he survived the donkey told of how he decided not to give up and how he used the dirt that was meant to bury him to climb up until he reached the top and was free. Beat bitterness and climb out. Perhaps my firmness is a way to help you out of the death trap of bitterness. I have seen bitterness on death beds where people hang on to their right to be bitter and finally die in their bitterness. I have seen bitterness cause sickness and depressions. Bitterness always leads to hopelessness. So ask yourself this question. Is bitterness a major player in my life? Only you know. If it is, start climbing out. I am nobody important. Hey anonymous, you are feeding and encouraging some to stay bitter. You can stay there if you want but let the others alone. Imdone, I sense a softness in you. Again I will say, Let it go for your sake and live on and enjoy life.
Again, I cannot help but wonder how someone so caring and knowing as you have time to constantly monitor this blog.
I hesitated at length before responding here. As the blog has grown I have tried to hold back and let all of you keep it rolling on its own. But sometimes I just cannot help myself.
nobody important: Do me a favor, please. Go back and very very slowly re-read what you wrote this time. Read it with objectivity as though you did not write it. I believe if you do so your own intellect will substantiate my feelings of your words this time. You strike me so far as an intelligent and caring individual in most of your posts, but I am troubled by the latest wordings.
Most of us are respectful of those remaining an active and forward thinking member of the Holiday Retirement communities. Whether one is a present employee performing the required daily duties to the best of their ability and caring for the residents/staff each oversees in a compassionate and respectful manner, or a former employee who left voluntarily or involuntarily, it is up to the individual to determine pride or discomfort in the employment and how each reacts. Some were literally thrown out for various reasons and some of them have a completely valid cause to feel bitter at the way they were treated. No one "hates" you simply because you continue to do what you were hired to do. No one feels any "bitterness" toward you or anyone else still working for Holiday Retirement or any other retirement company.
You stay because of whatever reasons you personally find necessary and/or fulfilling according to your psyche. Others do also, but some are no longer there because of the same reasons. Their personal level of self-respect and dignity made them choose to leave. My wife and I left for reasons clearly stated. Neither of us suffer from any hate or bitterness because of our employment. We also do not harbor such toward any person out there striving to make it work for themselves.
Speaking only for myself, not for my spouse, I will emphatically lay claim that "it's broke and it needs fixing". My mind frame, my psyche, even my sense of balance, dictates that I attempt to seek the repairs mandated to restore the concept as a profitable perspective. The blog is one way to obtain the visibility which can aid in this endeavor. And yes, I do have a valid interest since I happen to be invested in just a minute smidgen of the company. Since parables appear to be your forte remember the three blind men and the elephant? What we have is various interpretations of the same creature, but each feels a different part of the entirety.
Those posting on here can't be lumped into a single bag of coal. Many of the commenters never worked for the company at all so they have no reason for any hate or bitterness. Some are present or past reidents. Some are family members of residents. Others work for or manage/own other retirement companies and offer insightful options to improve. Some are financial gurus of some renown who enjoy anonymously offering input from a solid base of factual information. The blog draws from a very wide spectrum of experiences and background and all are concerned with what is happening with our senior citizens.
Your name is a misnomer. It is obvious that you actually do consider yourself as being of quite some importance. There is nothing wrong with this as we are all important in our own little worlds.
Again, my responses have been to those who seem upset with my writings. They are the only ones I am talking to. Let's see; Imdone, anonymous, discouraged maybe one or 2 more. And you think I am talking to all who have left? DL, thanks for the opportunity to write. You did lose me on this response tho. The blog may have some affect on ongoing litigation and that is great. Those have to do with terrible wrongs that have been committed. It is broke and needs fixing and I am on that mission. There are alot of things going on in the background that I can't say so as not to be identified but things are changing. If the blog is " one way to obtain the visibility which can aid in this endeavor" then why can't the blog be a part of promoting change at Holiday? Will this blog be open to this concept? EXACTLY THIS; it needs fixing. We agree. I will be a part of the fix. Is this blog a partof the fix and restoration? Or is this blog bent on the destruction of Holiday? It appears to me that so many are hoping that all will fall. Then what about the residents? Who will get their hands dirty and dig in? Who will say I will not change and noone can take away my Integrity and Honesty and Character? Who will say I won't tear down but I will rebuild. You know the Three R's; Repair, Rebuild, Restore and in that order. Thanks DL, I have said enough. You are all great and thanks for the interaction. Apologies for offending anyone. God Bless. Oh yeah, please tell anonymous that I am not Jackie and I am not a she let alone a troll. That was fun tho. Thank you. You're awesome.
It is my most ardent hope that Holiday Retirement rises above the present scenario. This was, and is, a fantastically great company. It appears to have become quagmired to a great extent by its own complexity of changing strictures. No, I do not believe anyone actually wants it to fall - rather most desire it to be shored upon a more concrete foundation as it once was. Ongoing litagation and the blog's effect? Who knows? I think most of us are more concerned with the blog's effect on the company's potential to look within itself and willingly initiate needed changes.
I am aware that you are most definitely not "Jackie". There is about two thousand miles separation. I also do not concur with the "troll" label. Actually, I find your writings most intriguing. Forgive me for expressing it this way, but I get the sense you are intentionally playing the Devil's Advocate. Hopefully the blog is part of a "fix". Time will tell.
Enjoy your wit and hope you continue to be a part of us. Hell, we all suffer having our feathers ruffled once in a while. It is part and parcel of a free anonymous forum. Thanks, dlcharles
No One Important:
I never attacked you, only answered a question you posed to those who read the many blogs posted here.
Soft? More like fair, kindhearted, compassionate and understanding. By the way, this is by no means a weakness. It certainly provides me a deeper understanding and perspective of how others are dealing with the FIG provided circumstances as related to Holiday, it's residents and staff.
It has become increasingly clear to me you can dish it out but not take it even when what is pointed in your direction is done so as gently as possible. Each person here has their own opinion, intention and emotion as it relates to FIG.H. I respect they have their own feelings, observations, etc. I don't chastise them for those thoughts as their thoughts are owned only by them alone and only they know why they feel as they do. No matter what you rant or rave in response, you will not change their mind.
As for your opinion, I've said it before and I say it again, I respect it as well. The only difference is I oppose how you communicate it. I also now understand you will not change how you communicate and accept it. So, you can stop throwing stones and without as much saying it, demanding those who use this blog to speak their peace, let off some steam, and share their emotional distress over certain activities within the organization, to either quit or shut up. That is of course, putting it bluntly.
I hate what the organization is doing and strongly disagree with their choices. However, I LOVE what I do and WHO I do it for. So, why do I stay? I once committed to myself never to work a job I don't love ever again. So, it's the job I love. I never said I had to love the company...which I don't. They show no loyalty to me and thus, they same is given in return. However, I do my job and do it well everyday for the love of the current and future residents who choose to come to Holiday. Also, you should know that while many managers post their frustrations to this blog, they rarely if at all, make aware their frustrations of their residents . They move forward each day for the sake of all the seniors who entrust the golden years of their live to all who work for Holiday....and the few who make them aware...well, shame on them.
With this being said, I end my communications with and to you. Everyone else who feels that urge to respond to your words will eventually feel the same. No words...no fuel to your fire.
Wishing you well...truly,
I recently walked into 3 different Holiday communities, very clean, geez even residents had smiles on their faces. I heard laughter. Talking, I seen a manager touch a person and ask how are you doing today? A server was humming a tune, everyone was eating. I heard no complaints and the food looked yummy!!I am not a prospect for a move in, I was just looking after reading this blog. This all sounds like a few managers who can not accept change. If it was so bad as you say why did you not as a caring loving person for your residents stay for them, work as a responsiable manager and make things better? It sounds more like bad management, bad decisions. Long hours, hard work is part of being in the position you applied for. Move ins, hey it's a business! what did you think when you were told retirement community? that you would be the one to retire? your ecalls, that's part of it. Managers are responsible when others don't show up. When messes are made, when accidents happen. From what I have seen I would definitly put my parents in a Holiday! Maybe you should had stayed until the change between owners took place completely! God Bless you all.
Jackie:
I simply have to inquire - were all three on 71 or did you also go east?
Two were right here close to where I live which is Rogers, Arkansas, the Apple Blossom, one was in Springdale, the other Fort Smith. Have you visited these places? From what I seen, over heard everyone one seemed happy and relaxed. Maybe things are now changing for the better since the ones in this blog has left and the new company is settleing in. I don't know but yes, I would pick Holiday for my parents. Maybe you can again visit and see the difference for yourself? Be glad to go with you if your in the neighborhood. Maybe you can show me the wrong?
And maybe there actually isn't anything wrong at those communities. When we first considered employment with Holiday we visited several sites in your state, including Jonesboro. Thanks for the reply. Good news is always welcome.
No one is saying that every community has lost the touch. It is the difference in corporate application, or lack thereof, regarding the concept and overall treatment of staff and residents which garners the concern.
Jackie, I hope no one can show you wrong!!... When someone came to our community, that is what they saw, happy residents and a team practicing the touch, something we stressed with every team member every day. If a building didn’t appear that way no one would move in. I’m sure Holiday lost manager’s and co’s that had no business being there in the first place, but they have also lost some very good managers and co’s that loved their residents and took care of them as they would their own. What you have seen is not because of the new company settling in, it’s a team still practicing the “touch” that Colson started and most of the training tapes and books are from that era.
The job has never been easy even under the old regime, as you said it is a retirement community, if someone expected it to be easy shame on them. You said “it sounds like a few managers who cannot accept change” . If it were just a few I could agree with you as you will always have disgruntled employees’ and that is exactly what I thought also. Some folks wouldn’t be happy if they were hung with a new rope. However, there has been a mass exodus of employees’. New managers and co’s are averaging less than a year now. The question is why? I cannot vouch for the others here, but I certainly cannot disregard their opinions based on my own experiences. We were lied to numerous times, we dealt with that. When you are told by upper mgmt, they don’t want to hear or care about the issues at your community and their only concern is move ins, something is wrong, yes it is a business. There was so many unethical things said and done we could no longer be a part of it. If I were looking for a place for my parents and went to a Holiday Retirement community, I too would feel this would be a wonderful place, that is because of the current mgmt. still in place at those communities. Knowing what I know now, it would never happen.
There are other communities out there where managers and co’s truly care, just as important where upper mgmt, understands what we do because they have been there, who love our residents as much as we do, who care about the needs of our community and support us. I wonder how many of the current management teams that are graciously hanging in there with Holiday Retirement could honestly say they feel this is what they have.
Very well said and written. I totally agree.
Changing your name to bolster your position only proves what you are?
” It’s not a matter of hate or bitterness, It is a matter of our perceptions of right and wrong. I admire that you are able to hang in there. I would think we all held the hands of residents when the ambulance was coming, we all have worked the crazy hours, we all worked on census, we performed CPR, we served meals, we washed dishes, we plunged toilets, we changed soiled bedding, cleaned soiled floors, carpeting, walked pets, looked through the building and neighborhood when they were missing, cried with them, called family when they passed and hundreds of other things, we never needed praise applaud or a medal for doing our job. Some of us chose to leave “Holiday Retirement” because we disagreed with their unethical business practices. It doesn’t make us any better or less than you.
To: imdone,
You are demonstrating a high level of patience and understanding in the manner in which you have chosen to deal with the troll that has been stalking this board.
I do agree with the troll in regards to bitterness and hate on this board. However, where we disagree is from where this current tone of hate and bitterness is being emanated, which is from "nobody important" aka, Jackie. She has chosen to direct her bitterness and hate (of the situation she has found herself in) towards those individuals who were willing and able to take control of their personal situations and make changes for the better. Her mindset is revealed when she uses descriptive terms such as "escape" and "abandoned" when referring to those managers that chose to leave.
She can make up stories all day long about why you made the decisions you made, but in the long run, we all end up having to look at ourselves and decide whether or not we are being true to ourselves.
Again, I applaud you for taking the high road with her and I wish you well in your future endeavors. The manner in which you have dealt with her caustic criticism and insincere high moral stance, prove to me that whomever comes in contact with you will be better for it. Holiday lost a good one when they drove you away.
Extremly well worded. My compliments.
My husband and I worked for Holiday for 9 months and were fired last December. We were trained by the managers who were working in the community at the time we were hired. They quit with about 3 days notice 6 months later. A month later we got a new set of managers. They seemed to have an agenda of making lots of changes though they'd been told not to make any by our RD. Ultimately we clashed with them over a housekeeper they planned to fire. She was a good worker but everytime we'd return from time off the managers would complain about her attitude. We had never had any problems with her so we tried to defend her. The manager then wrote my husband up for several alleged work place incidents that were either complete fabrications or so exaggerated as to be unrecognizable. My husband refused to sign the write up since it was untrue and as a result we were terminated. We were given 3 days to vacate. This happened late on a Friday a week out from Christmas. We were unable to rent a truck until the following Monday. In the meantime the residents figured out what had happened. We weren't allowed into the common areas of the building so they started coming to our front & back doors. They were crying and so upset over what had happened. We had always tried so hard to above all take care of the residents. It seemed to us the only thing our RD cared about was marketing. He kept coming up with more & more tasks for us to do and we were always totally exhausted. Fortunately we quickly found better jobs but have stayed in touch with our former community. It seems the managers that fired us walked out with 6 hours notice less than 2 months after they fired us. So goes life at Holiday. Until upper management realizes their managers need more support, more time off, etc. the turnover will always be huge. Everytime I called another community it seemed I would get the same story "Our managers just walked out", "Our managers just got fired" and once "Our managers are under investigation". All I can say is best of luck to ANYONE who goes to work for Holiday. There are rewards in caring for the elderly but the company's focus needs to include being involved with & supporting the managers.
Ok Guys, I have read this blog for over a year – prior to coming to work for Holiday and ever since. I have been with the company for almost a year now. I’ve read the frustration, the anger, the hope, and the perseverance presented here.
I always like to have a plan ‘B’ and after some thought I decided to share my solution for those still with the company who may feel the rumblings of pending dismissal. If you are not faint of heart; and you have the courage of your convictions; and if you want to draw public – possibly national - attention to your plight and the plights of others who have come before (and after) you –– here is my Plan ‘B’ – you are welcome to piggy back on it:
• If and when you are terminated you are typically given three days to vacate.
• At the moment of termination go directly to the nearest grocery store and stock up on food and two or three good auxiliary door locks.
• Return to your apartment & install the locks on you doors
• Inform the management that you are not leaving and are staying as a protest to your treatment and the treatment of others around the country
• Get the residents involved. Let them know you are protesting on their behalf as well. Use specifics: differences in rents (some above market while others below market, turnover, etc.) whatever the specifics are at your community or region level.
• Inform your local media reps who specialize in consumer issues; Newspaper, TV, etc. You might even want to call in to some of your local talk radio shows and inform them what you are doing and why
• Keep a current National list of communities and holiday managers. Use email, Twitter, Facebook, and other forms of social media to keep your friends, co-workers, and other managers around the country informed of your status.
• Sit back & wait. The media will take care of the rest.
If one or two or ten or twenty managers do this you can imagine the media coverage and the adverse publicity Holiday / FIG will receive. Residents and families will want answers. It’s a no-win for Holiday. If they call the police to forcibly evict you, think of the press coverage. The financial markets will frown deeply and the execs at FIG will have to respond.
Remember what started with a few dedicated protesters, social media, and a unified effort brought down an entire
regime in Egypt.
Even if you don't do it, it still brings a smile to your face thinking about it.
Thanks! You brought a belly laugh to me reading this. But it would actually be a perfect scenario - and you are totally on-the-ball because it would work. Tree huggers, my foot - community sitters in protest. LMAO dlcharles
OkForNow, I can appreciate having a plan B, I did get a chuckle from all the planning. It probably would create some attention.
I think everyone knows my feelings toward Holiday Retirement, and I agree something needs to be done, I don’t think you need all those locks, they will probably charge you for destroying their door. My concern would be getting the residents involved. My personal opinion is they just don’t need to know what is going on behind the scenes with Holiday Retirement.
Concerning the 3 day notice to vacate, it is nothing but a bluff in most states unless there is criminal activity involved, it still requires us to file the paperwork or have attorneys file the paper work. We use notices to vacate hopefully to scare someone into leaving, if the person refuses to leave we still have to go through the process to evict someone, after the paper work is filed they will set a court date, you have to serve the paperwork to the persons being evicted, or pay to have someone serve them, it takes weeks not days. Just be out before the court date so they have time to notify the courts you are gone, they will, it’s one less expense for them and you don’t have an eviction on your resume. Just don’t kill yourself trying to get out in 3 days. Just let them know you will be leaving when you are good and ready and it will not be in three days so do what you have to do, call their bluff!!! You may find holiday willing to help you financially to get you out of there. You still have rights as a resident Holiday hopes you know nothing about. And they know it will cost them to go through the process. No police officer with a brain in his head is going to evict someone without a court order. Never in my wildest dreams thought I would be advising someone to disregard a notice to vacate, as I have spent way too many hours in the courts evicting people, but managers and co’s with this company need to know they do have rights as a live in resident.
Oh my gosh, how I wish we would have seen your idea 2 months ago when we were let go! We did however go to many of our residents and let them know that we did not skip out on them as they had been told about us and 8 other sets of managers in the last 2 years at this community!
You did put a smile on my face and I know the residents would absolutely be thrilled in the adventure in helping out with a plan as clever as yours!
In 2002 we were in a building as co's the mangers were fired and told to leave. They said you will have to evict us! They were paid $1,500.00 to leave.
OMG - People we should not be having all the bad blood. Just because some of us vent does not mean we do not have the "Holiday Touch." What we feel or realize as employees does not mean we do not still love and care for the residents. However, we were lead to believe that our residents are happy retirees, not mostly ALF candidates. It is so very hard to keep one's perspective when you are under paid, over worked and by corporate - under appreciated. I think they pay us for 48 hours a week - but we work more like 96. We have very little privacy, precious little time off. I have always thought that the communites would run so much better and happier with three sets of managers. Something will have to give soon, people are being taken advantage of and worn out and then in some cases just tossed out. I do not pretend to have the answers, I always seem to have more questions. Maybe we are foolish to hold on - thinking things will ever improve. But when we leave - we want it to be our decision and we want to know that we gave it our best.
UNDERSTAFFED - I recently ran across a small competitor with less than 30 properties. They haven't had a manager opening in 5 years. They have staff! The old staffing model doesn't work any more. They need 6 housekeepers and 2 maintenance people (cover weekends too), floating chefs for every 3-5 buildings, 3 weeks vacation for managers & co's., a 20 hr/wk data entry person AND a financial model that reflects REALITY.
Managers would have time to do the kind of marketing that results in 100% occupancy. (RSL's would be out of a job. That should save some money)
REALITY won't happen. FIG is underwater with no possible miracle in their tool bag. The beatings will continue until, well until it is over for FIG.
I haven't met 1 RD that could manage a building either, just saying.
What was the average raise for kitchen staff this year?
Please chefs, can somebody tell me if there were any changes made recently regarding the kitchen staffing/chef's hours to your benefit? I certainly hope so. Please read my story starting on 12-31-10, pass it on, and keep it alive OK? I have accepted an entry-level position at a neighboring retirement community, which I am quite thankful for. There are actually several former Holiday residents here also, which is comforting. ( I think that they are bemused to see their chef busting butt as a server
I have been asked in casual conversation with staff to describe the differences between here and Holiday. I have pretty much stuck with "it's more homey here" and actually pointed out similarities, i.e., dining room set-up, also the fact that it's less expensive.
I did state that the Holiday managers were under pressure to get move-ins and that, in my opinion,there was a "hard-sell" mentality with the special events, etc. that I didn't see here. I did bitch up front that I burned out and got canned, and that it was a "corporate" head chop, end of story. But that's as far as it goes, generalities, no names, no war stories. As I settle into my "worker bee" position I can't help but wonder what's going on up there since I left-- are they taking care of the sixteen-year veteran sous chef who warned me over and over to watch my back with corporate? What about the chef who I personally know worked fifty days straight and was forced to attend a marketing meeting in Sac on hours notice and nearly ran off the road twice? 3 1/2 hour drive from home at the end of another brutal Holiday chef work week?
What about being asked by corporate if I had ever attended church with managers who were under investigation?
Good thing they did'nt ask if we'd ever prayed together. Imagine that, manager praying for a chef. If you say God Bless on this blog you better mean it with your life, honey.
The last conversation I had at work someone said "they're must be some other reason they're leaving because they're well able to pay" as I proffered my excuse of cheaper rent.
Last week I saw an elderly church mother, a pastor's wife whose husband passed last year. She asked if I was still at Holiday and I told her I had accepted another job and told her it was a very nice place, and cheaper to live. She then told me that Holiday was sending her stuff all the time and I told her yes,it's a pretty "hard-sell" and that corporate tells them to do that.In fact if you read the sales pitch and do the role-play that we did in the marketing meetings you are simply not allowed to take "no" for an answer.
This is'nt used cars or cellphones.Do they really need regionals personally moving them? Is'nt that a little weird?
Pass on the candy, toys, and weigh the "benefits" against your burnout. No one else can.
Interesting post, but allow me to make a single correction.
I would never attempt to prevent anyone from their own beliefs.
May your Gods bless you, Ca Chef.
dlcharles
To CA Chef: Our chef actually does a pretty good job. But is CONSTANTLY under pressure about the budget and staff hours. They actually threaten him that if he can't do it they will get someone who can. When we try to plan a special event - his first comment is usually "where is the money coming from." As in not his budget!
Just soooo tired of the corporate crap! I know they will never have another operating model in my lifetime. ie. that short time for managers and co managers to survive the storms.
Just make sure all the allotted staff hours are in place. I found out we had been shorted 2 hrs./day on the p.m. dishwasher shift for years,which in my opinion had been used to balance the labor budget. The Holiday foodservice guidelines/timelines are really quite good, however I think the weekend server hours on the a.m. shift were cut too hard, from 2 hrs to 1 hr.15 min. Also managers are discouraged from implementing the split shift benefit, so that the kids who get up early on the weekends can't get a breakfast and dinner shift together. That's not much incentive to get a good server. There's not much provision for the chef to get a vacation either, especially if the regionals are without floating chefs ,as we were for a couple of years. Is the chef still on salary exempt? There will, unfortunately always be "somebody who can" who will be able to jump through the hoops for a while until, they too, no longer meet up with ever-increasing expectations. I was in budget (food and labor) 3 years and when I started to personally crash and burn,desperately needing a decent P.M. cook, I asked for help. I finally got the PM Cook, a Holiday transfer, then was terminated a week later after being given a vacation to help me "get control back of the kitchen". So when I in good faith asked for help I was told one thing and got another,and I was a "good chef." My advice to current Holiday chefs is to be assertive, stand your ground, talk to other chefs--the kitchen staffing model is very good if it isn't pushed out of bounds. You are probably the most stable management staff in Holiday, and there is power in sharing your experiences with other chefs. It's wonderful to pull off a sucessful special event. It's fulfilling to be known in the community as a Holiday chef. You need recognition and support instead of the constant,very real threat of being replaced. My sincere kudos to you all for hanging in there, against the heavy-handed, arrogant scare tactics of a corporation bent on extracting every penny it can at the expense of careers,
dreams, peer relationships,community standing, and the rights of seniors to make an unhurried,unpressured decision about their housing. DL, thank you once again for facilitating this dialogue. The chef as kitchen manager often is forced to play both ends against the middle and is pushed between staff concerns and corporate demands. Please chefs, take advantage of this forum to anonymously post questions and concerns. DL, in simply being honest with his own experience, has told the truth about coming in at the end of the Colson era and the subsequent loss of "The Touch". I too wanted to go to leadership, I heard it was really cool.
Without vision the people perish and if you think chefs do it for the money your'e wrong. You can't ever pay me to beat my staff and myself to death ever again, and for what? Helluva show, guys, 3 times a day. I applaud you with the utmost respect and affection. The show can't go on without you.
I heard there was an uprising by the residents at Parkwood Meadows in Round Rock Texas- something about the managers offering rent freezes, discounts and incentives to residents that have given move out notices. The residents got wind of it and they ALL want the same discounts! You have to be careful with what you offer- these people LOVE to talk about getting a great deal.
To: Texas2Step - Did you just figured that out? (I am trying to get a laugh out of you, not meant to be nasty). All over the country Holiday is offering life time rent freezes. I am amazed that not more uprisings are happening.
Between the VA program up-to 6 months free stay, or several free months of free rent and life time rent freeze, selling 1 bedroom apartments at studio pricing etc. etc. etc., just too many "incentives" to mention yet they still can not fill up every building.
It is amazing.
No comment
I have been a holiday chef and work now for the competition in town. Today we visited my father in law, who is panelled at the hospital, he is in the ward where panelled seniors wait for a bed at a care home. Sad to say, half the pnalled seniors on that ward I know, either from the holiday community I worked at or from my current community. I really wish that holiday, or my employer would go ALF sooner than later to give those seniors a nice home again.
This blog has been incredible to read, from start to the most recent entry, and I want to thank everyone for their time and effort to write - the good, the bad, the ugly and the downright scary.
We are starting our training next week! and are really looking forward to it (not so much to the smal apt!). Combined, our work experiences would indicate we have great potential in management, and we love working together, so we're going into this with eyes wide open, but still quite hopeful.
Although there aren't a lot of references in the blog to location, it does seem that the greatest concerns seem to be from US regions; we are in Canada. The people who recruited us were, seemingly, quite honest about the turnover problems throughout the company although a little more reticent about the exact management turnover in the region where we will be working.
Does anyone reading this blog have any idea what the situation in Ontario is like, and what alligators which should be watching for as we kick off our Holiday careers?
Thanks for the help...
"Hazel" (so not really my name)
Hi Hazel, there are no alligators to watch out for other then yourself. As long as you follow the book and the grass roots, what have been implemented under the Colson Regime, then you are fine. Be there for you residents and your staff. A management team is only as good as it's staff. Keep your staff and residents satisfied, and you will have no problems. Good Luck
Hi, Big Guy
We're both really keen to do this, and have been doing a lot of research into not just this company, but other businesses that focus on the needs of seniors. We like the history, and we like the future, and we know our strengths so....
As I said earlier, we've got our eyes wide open but we're also looking forward to a good experience.
Thanks for your input - and I would love to hear from others who have Canada specific experience.
I'm a former Community Manager, (Canada), and just thought that all should know that there are several claims in process currently with the Ontario Ministry of Labour against Holiday Retirement Inc., concerning their failure to pay over-time to managers/co-managers for the excessive hours worked each week on non-managerial duties.
The law, as in California, is very clear on this point- so the expectation is that there will shortly be significant pay-outs ordered.
Hi 'Hazel'
My husband & I both had expansive careers in operations & maintennace management prior to joining Holiday.
They pursued us vigorously with promises that we were being given the opportunity to manage one of their residences with autonomy -as if it was our own business.
What an absolute farce!
For almost a year before we finally had enough - we were subjected to daily drudgery - waiting tables, unplugging toilets, washing dishes, weeding etc - working at times 10 days straight 24hours on call.
This in itself would have been tolerable if the support from the Regional staff had been in existence & unquestioning. It was exactly the opposite. They were rude, uneducated, unhelpful & arrogant.
Our residents were delightful and serving them was an absolute pleasure but we sadly could no longer bear the relentless negativity, total lavk of appreciation & 'call centre' mentality of this organization.
We wish you the very best, but please be careful.... don't cut your ties completely with your pre-Holiday life, as you will more than likely be returning to it in a short while.
'Managerial'(what a joke - your day will consist of less than 5% management functionality),turn-over in Canada is absolutely no better than in the US.
Take care.....
Autonomy, what is that. There has always been a chain somewhere to follow. Like you say there is a lot of drudgery involved if you weren't so worn out or sleep deprived it wouldn't be so bad, but that is a dream. And don't think the residents don't see and know what is going on when we are overworked and worn out, they don't like it either. Now if higher ups would get it.
Today I received word that a new individual Title VII suit has been filed against Holiday Retirement.
The numbers are beginning to appear as more and more knowledge is surfacing. Remember the tobacco companies? At first no one could touch them - then things began to turn. They started losing those lawsuits and facing unbelievable jury verdicts.
What is Title VII?
discrimination/violation of civil rights
My husband and I joined Holiday last year, looking forward to working with the seniors and providing a positive environment. Training reinforced that we wer making the right decision.
And then we made it to our community! OMG! Residents were working in paid positions as volunteers, sales was all our RD talked about, and quarterly events were only for the outsiders.
When we were short the kitchen staff (just the chef) and a maintenance man, I was told to get out of the kitchen (I was doing dishes and setting the table) so I could take the weekly sales call. That was to be my priority. I guess the dirty dishes could wait and we could use plastic and let them serve themselves as the tables were not set
To compound the issue, the RD gave conflicting assignments to the management teams. He would tell one team to do one thing and the other another. We did not have one true manager, but two sets of cos.
Needless to say, we left the company and returned to our previous professions, which are not affected by the economy.
The economy. That is how Holiday is able to capture such great people and take advantage of them. In the long run, most are finding that working for $10 an hour is a plus and allows time for each other.
Yes, we worked together, but never had a day off. When you did, the residents came to the apartment to request your assistance....you are their neighbor after all.
Is the lawsuit against the New Jersey community? My understanding is that the new managers and their Kmart Regional has fired four Hispanic employees in the last few months. The state labor board is investigating.
HAZEL - Do not believe the BIG GUY B.S. you will more than likely go thru what we all have to one degree or another. SO go in with eyes REALLY wide open Training and "Grass Roots" are the ideal not not not the reality. Please BIG GUY why lie to them?????
Linny, I have no reason to lie, and I can not judge how you run "your" community as I do not know you. You think much differently then I do, and yes, I went thru lots and lots and lots of BS with the company as well. But I stand to my earlier comment.
Linny, I also think that right in that comment of yours, you describe the Holiday Problem very well.
Linny,
I am in agreement with your advice to Hazel.
Regarding big guy's retort to you:
Big guy begins by stating that he can not judge you because he does not know you, only to make a very judgmental statement that "you think much differently then (sic)I do". When he responds to Hazel he states "there are no alligators to watch out for other then (sic) yourself". But, when addressing you he states "I went thru (sic) lots and lots and lots of BS with the company as well" which, by the way happens to support your point.
So, in other words Hazel, there is nothing wrong with this company as long as you understand that you will be dealing with lots and lots and lots of BS.
Hi anon and linny, just curious, how long have you been with holiday or worked for holiday?
Hazel: If I may.
If it is what you are interested in doing then by all means go for it. Each of us has a different threshhold of what we desire and will endure for our own financial and/or personal satisfaction. The rewards are tremendous for certain personalities and fulfill a need. Other personalities require different satisfactions. It all boils down to what you feel suits you.
There is no perfect job out there - it all depends on your frame of reference.
May it turn out to be everything you hope it is. Please keep us posted as it develops.
Question:
I want to know how the VA program works for new residents.
I have been told by various community managers that if a new resident applies for the VA benefits the resident can move-in free of charge up to 6 months.
What I like to know is what happens to such residents after those 6 months are up and the VA benefit has not been approved yet?
What happens to those residents, after 6 months, and the VA benefits has been denied and the resident can not afford to live in the community?
In either way, do these residents have to pay for those 6 months they have lived free of charge at a Holiday community?
If anyone can give me some details, I really would like to know. I am hearing very conflicting stories and it seems to differ from community to community and from region to region.
Please help me understand.
Thank you
To JODECIEJOY - we have been told that a vet or the spouse of a vet can move in for a deferred amount. Usually $500 for a spouse and $1000 for a vet. They should always go thru a pre qual by a vsp or someone with some knowledge of the process. Then it is a waiting game. You should also try and get the CF or at least a $99 move in fee. Once they receive benefits they pay back the deferred amount and assume the agreed upon rent. Depending on the census of your community there is a lot you should be able to offer to all prospective residents.
TO HAZEL: I agree with Charles, jobs, relationships, life - depend on how one views these things, we all have a different set of values, a different tolerance for stress and so on. I was only saying know going in that you MAY and more likely WILL run into a lot of things that you would not experience in any other job. Most of us really care about people and enjoy helping people and that is what makes us hang in - even tho we are not thrilled with the company and it's tactics.
So many thanks for the input - watchful & positive.
Having been residential managers for a house full of teenagers, we thought trying the other end of the hormone spectrum would be interesting PLUS we both have a background in sales and marketing.
We are not happy with some of the things we've been reading about the company BUT having been business managers we also are very aware that there are at least 16 different sides to each story. We'll be on our toes... and we'll be back in touch. Again, thanks for your thoughtful comments, and for caring.
Hazel
Wow. I just stumbled onto this blog by googling Holiday Retirement. Here's my story: My mother is 93, still very active, and lives on her own in Nevada. She was invited to move into the local Holiday property and was told she qualified for a VA benefit that would significantly reduce her rent. She signed the rental agreement and was given keys to the apartment (previously the sales office). She gave notice at her present apartment. I contacted the local VA and they confirmed my suspicions that my mother would not qualify as she and my father (WWII Navy vet) had divorced and both re-married. The VA vet said she specifically told the sales manager that my mother did not qualify for VA benefits. I personally met with the co-manager, and they said they were letting her move in based on the information from the sales manager. No one ever phoned my mother or apologized to her. Fortunately, she was able to retract her notice at her present apartment. I wrote a letter to Bob Donovan on March 16, 2011 to call his attention to this situation. I never heard back from him and now I see why! My brother and I are vets and are very disturbed that Holiday would try to mislead a 93 year old lady in the name of the VA. If I can help in holding Holiday accountable, let me know how. Thanks. LO
LO
contact your local VA admin office, there is a process for lodging a complaint.
Lo: Ditto to what MoBettah said to you. You might even decide to write or email your Congressman or Senator with the details. In my words - "That really sucks big time!" And then not to receive a response is the epitome of tacky.
You state that you talked wih the VA and were told they had informed the sales manager about no benefits for her. Then the Cos say the sales manager claimed valid benefits so they signed her up. From where I sit this fits the definition of Fraud to a criminal extent. Since she had signed the agreement due to intentional misrepresentation by the authorized representatives I would consider having a talk with the DA and the Attorney General's office. The FBI also handles elderly fraud.
If it had not been for your intervention she would have been taken for an expensive ride with severe problems surfacing quickly. How many other elderly people have had this happen to them already?
I wanted to give my praise to dlcharles and everyone on this blog. It is good to see so many people standing up for what is right. I don't think anyone should have to go through the hardships that were mentioned here. I also want to comment to Lo. You should make Holiday own up to what they did to your mother. She was an innocent bystander that was "invited" to stay at Holiday. It sounds like she was doing just fine where she was. I'm sure she would have declined the invite if she knew that she didn't qualify for the VA benefits. It makes me sick that some one would try to take advantage of a 93 year old woman. I am glad that your mother had you there to defend her. I wish you all the best of luck.
Happy Birthday to a very special person in the "Holiday" world.
Just wondered????? Does anyone know what HR people are left in corporate. Would really like to know.
I've just come across this website while researching Holiday on behalf of my spouse who is entertaining a job offer. It seems to me that the majority of the complaints are focused on management/operations, is that inaccurate? I'm curious if anyone has any feedback (recent) about being in sales for Holiday?
If you enjoy being misled, lied to, don't plan on being around more than six months,have elephant skin and a rubber A** H*** you may love the job.
Forget all the rumors! It is now official.... Home Office is shutting down effective June 1st. Also, ALL properties are up for sale and apparently priced to sell FAST. They are not moving the office, they are shutting it down. Any buildings not sold will be managed by Brookdale only until they are sold and gone!! Good part of this is that the Management Teams and Residents should have it much better now!! Good luck to all!!!
Oh how I hope this is true and not some very cruel joke. They have totally destroyed the reputation of Holiday and lots of staff that were let go on trumped of charges.The residents would benefit mostly if this indeed happens. Now if Bill Colsons son would buy back his fathers building and resume the lifestyle his father had a vision of and guess what it worked. Not only will the staff be happy and the residents but Holiday's name would once again be #1 in this industry. Oh, what a dream.
Hope this is not an April fools day joke. I thought or heard somewhere Colson had a ROFR clause when he sold the property to FIG. If so the Colson's would have to refuse to buy before it went public. OK, I've already told you more than I know !!!
Sounds like an April Fool's Joke to me. Besides, it's not like Brookdale has a great reputation.
Where did you come by this information HAD2HAPPEN? MUST BE VERY HIGH UP IN THE COMPANY. PROBABLY JUST A CORPORATE MOLE JERKING OUR CHAINS.
Yea, sorry.... April Fools !!
You are one sick puppy.
Just proves how you so called BIG SHOTS jerk everyones chain. Do you know that you all are fooling around with peoples lives.Have you ever heard what goes around comes around.
Had2Happen may be suffering from histrionic personality disorder or narcissistic personality disorder. They are always one-upping. Whatever you do, this person can do it better. You will never top them in their own mind, because they have a concerted need to be better than everyone else. This also applies to being right. If you try to confront an individual like this, no matter how lovingly and well-intentioned you might be - this will probably not be effective. It's threatening their fantasy of themselves, so they would rather argue with you and bring out the sharp knives than admit that there's anything wrong with them.
They "construct" a reality around themselves. They don't value the truth, especially if they don't see it as hurting anyone. If you call them on a lie and they are backed into a corner, they will act very defensively and say ugly things (most likely but depends on personality), but they may eventually start to act like, "Well, what's the difference? You're making a big deal out of nothing!" (again, to refocus the conversation to your wrongdoing instead of theirs). Because they are Pathological liars, or "mythomaniacs," you cannot trust anything they say or post.
I have been reading this website for awhile and so much on here is true. When is corporate going to smell the roses. They have setup managers and co managers for failure, going against all protocol used in the past. All we are are telemarketers, how many hangups can we stand, use 3 hr blocks of time for calling forget you have residents who have pressing reasons to be in the office, don't worry about taking a lunch, goes against all wage and hour laws if you ask me.
For anyone thinking about coming to Holiday, think seriously about it, you give up all your family and friends, too tired to go far when you are off, and they have you. Do you even dare to think you have a job tomorrow or are they going to get rid of you.
Work use to be fun, now it is a worry.
I have a Plan 'B' for the residents. All of you in a community on May 1st give 30 days notice to move out. Then change your bank account if you are on auto-pay. When the 30 days expire, keep showing up for meals and activities. Make them evict you and call the media to attract attention. Hold out for big rent reductions and freezes and more staff to meet your needs.
By the way, does anyone know anything about a big mold outbreak at a community somewhere in the north? I heard a couple of managers got fired for making an issue out of it. They are suing the company I hear.
I think I know onw that had those issues starting about 8 yrs ago
I think this may be our community...and it shows hearsay knows more than we do. And our DM answers residents, he doesn't know what happened to the co's.
I know what your saying is true. I really truley loved my job... The alarms going off in the middle of the night and the long hours were ok when you truely love your job. I knew we would not last forever as it is a grueling job both physically but more so mentally. Wheat I didn't know was that we would be fired after becoming Managers and sent to a community that the employees rule. I have always been outgoing and able to get along with everyone. I was instantly under attack by the staff in the kichen... The day I was terminated, Mike Daley said that he had recieved 14-15 emails of employees that were going to walk if I didn't leave. At my unemployment hearing, I interegated Micah our Regional chef (Mike must have been too busy) and asked exactly how many emails they had recieved. 3... Three emails ended our career... This kitchen was gross. Dirty dishes everyday... Food not covered in the walkins or reachins. Staff not wearing gloves when cutting food or serving food. Servers not sanitizing trays-ever! That is just a few of things that were pointed out.
Anyway, thank goodness the unemployment saw that Holiday was in the wrong and I was awarded the unemployment!
We are now property managers with my husband taking the pay so I can continue with unemployment!
I so miss the residents and keep in touch with some!
Is HRC hiring Managers or Cos that have not attended the school? Are there alot of openings for MGs or Cos or Floaters in western states?
DOES ANYONE HAVE A RSL WHO GOES INTO YGL AND MAKES NOTES AND CHANGES YOUR TASK DATES??? IN THE SAME TIME THAT IT TAKES TO DO THAT - THESE $#@#$*& HEADS COULD MAKE THE CALL, MAKE AN OFFER AND MAYBE GET THE SALE. THEY ARE OF COURSE THE EXPERTS RIGHT??? THE REAL EDUCATED PROFESSIONALS AFTER ALL. TELL YOU HOW TO DO IT ON ALL OF THESE TIME WASTING CALLS - WHEN WE HAVE PEOPLE AND A COMMUNITY TO TAKE CARE OF. SUCH A TIME WASTING DRUDGERY. BLAH BLAH BLAH! OK SO I AM HAVING A "BAD ATTITUDE" KIND OF DAY. NOT MY TRUE PERSONALITY TO BE SO BITCHY - JUST TIRED TODAY. SORRY I HATE BEING MICRO MANAGED!
I have not had this happen yet, but trying to keep up with YGL and other calls is time consuming, not to forget conferance calls constantly. I think they just need to move in with us and help out with all the added bull.
I hate to disagree, but I think the uniformity of the message should remain intact. I wouldn't want someone else calling my lead. It confuses the message and the lead feels like they are working with multiple people, and can drive someone away. I don't mind the comments, it's better that they are paying attention and helpful, instead ignoring me until the end of the month, and pushing me for move-ins that aren't there yet.
RSL and Regional Managers are always in our YGL. I get calls at odd and all times during the day "suggesting" prospects to contact. I have had them change contact dates to next day or same day when my notes clearly state that we had set up a one week follow up call. We look like "used car" sales people when we call daily on a customer who is "considering". These Kmart regionals need to be helpful not "helpful". My question is, has anyone had a potential resident stop taking our calls because we are too "pushy"?
Don't feel isolated. Our RD and his right hand man in the Southwest region (AZ, TX, NM) actually wrote me up once after I had made over 50 contacts in one day and did not physically have the time to call the ten that were left for that day's scheduled calls, when dealing with two move ins the same day and all the other duties of managing a facility! There were a constant string of threats given to those who stayed and listened to his conference calls with words like, "You'd better do this and you'd better do that", and "IF you don't do 'this and that' then you'll be looking for another job!" Terror and intimidation have never been motivating factors in any endeavor, and it is impossible to motivate on the reverse of an idea! Where did this great leader of teams come from? An entire staff from one facility walked out the same day, in Odessa, TX. That should speak volumns to the corporate monitors, but it seems they love their boy for his numbers. All I can say is, stay tuned for more! I've got lots of this kind of thing to relay and I'm happy to do it. Not out of a malicious factor, but just to spread the word on this punk.
Regards,
G. Lester Thompson
Wow...huge March for Holiday!
To: Holiday World
Date: April 4, 2011
From: Jack Callison & Bob Donovan
Re: Congratulations Holiday!!!
Happy Spring Holiday! The first quarter of 2011 is officially in our rearview mirror and what a quarter it was. Given our performance over the past year, I know this won’t surprise you but yes, we did it again! During the month of March we shared the Holiday Touch with 1,462 new residents – yet another 40+ year all time record! That means our net occupancy grew by 375 residents or another 1% this past month alone. Congratulations Holiday!!!
We can’t begin to tell you how many people outside of our organization (ranging from our competitors, senior advocacy groups, long time industry insiders, financial institutions, investors, you name it) routinely approach us and ask what our “secret sauce” is at Holiday Retirement. The organization’s consistent record-breaking and industry leading performance over the past year has caught everyone’s attention. The answer, of course, is simple. It’s our people. We care deeply about the seniors we serve and we truly love what we do! We are very focused and diligent in our effort to expand our reach to this amazing generation, one new resident at a time. Yes, we are a business and, yes, we want to be successful one, but we all share a more meaningful common bond that unites us and motivates us. That common bond of course is our shared passion for caring for seniors. Our genuine desire to treat each resident like we would want our own mom or dad treated is what we call the Holiday Touch.
When you sell a product and service that enriches the life of the recipient each and every day in a very meaningful way– how can you not be excited about it? How can you not go sleep at night and feel good that our new residents will now have someone to do their shopping, cooking and cleaning for them? How can you not feel satisfied that you have made an impact on a senior’s life by opening a door to make so many new friends and creating a stimulating social environment? These simple pleasures explain not only why we do what we do, it also explains why our stellar industry leading business results have caught the attention to so many people outside of our organization. The fun part is, we’re just getting started! Wait until they see our second quarter results!
Turning back to our performance in March, we would like to recognize the following teams for setting all time records for the most gross and/or net move-ins ever in a single month:
Most Gross MIs Ever Recorded Most Net MIs Ever Recorded
Midwest District 382 Scharfenberg Region 33
West District 237 Eliscu Region 28
Scharfenberg Region 72
Daley Region 57
We want to celebrate with the following teams, which set records for the most gross and/or net move-ins ever recorded during the month of March:
Most Gross MIs Ever Recorded Most Net MIs Ever Recorded
South District 500 South District 123
Midwest District 382 East District 80
West District 237 Canada District 30
East District 209 Scharfenberg Region 33
Canada District 134 Eliscu Region 28
Myers 76 Reed Region 27
Scharfenberg Region 72 Fair Region 23
Fair Region 70 Collingwood Region 21
Luyt Region 70 Perras Region 21
Reed Region 66 Young Region 19
McCracken Region 64 Luyt Region 19
Collingwood Region 64 McCracken Region 14
Young Region 64 Nidd Region 14
Spoltore Region 59
Daley Region 57
Perras Region 55
Brown Region 53
Eliscu Region 53
Boje Region 52
Erselius Region 49
Mischak Region 44
Quintero Region 44
Yensen Region 43
Nidd Region 41
Au Region 33
Carpentier Region 29
We also want to recognize our top performing communities who recorded the highest number of Veteran move-ins and Resident Referral move-ins during the month of March. These communities are the best of the best at lead generation and conversion.
Most Veteran MIs This Month Most PDR/Resident Referral MIs This Month
Redbud Hills Bloomington, IN 10 Madison Sun City West, AZ 8
Atrium at Gainesville Gainesville, FL 10 Atrium at Gainesville Gainesville, FL 4
Atrium of Grand Valley Grand Junction, CO 10 Oakwood Hills Eau Claire, WI 4
Rock Spring Apple Valley, CA 10 Victoria Park Red Deer, AB 3
Arvada Estates Arvada, CO 9 Carmel Place Charlotte, NC 3
Madison Sun City West, AZ 8 Harvard Park Spokane, WA 3
Bluebird Estates East Longmeadow, MA 8 Montgomery Park East Amherst, NY 3
Country Squire St Joseph, MO 8 Hawaii Kai Honolulu, HI 3
Point Defiance Village Tacoma, WA 8 Aurora Pond Wyoming, MI 3
Camelot Hemet, CA 8 Primrose Chateau Saskatoon, SK 3
Montara Meadows Las Vegas, NV 7 Pinegate Macon, GA 3
Vista de la Montana Surprise, AZ 3
Cedar Woods Branford, CT 3
The following communities contributed the highest total number of gross and net move-ins during the month of March. Please join us in congratulating these teams for the tremendous job they did sharing the Holiday Touch with new seniors this month!
We want to celebrate with the following teams, which set records for the most gross and/or net move-ins ever recorded during the month of March:
Most Gross MIs Ever Recorded Most Net MIs Ever Recorded
South District 500 South District 123
Midwest District 382 East District 80
West District 237 Canada District 30
East District 209 Scharfenberg Region 33
Canada District 134 Eliscu Region 28
Myers 76 Reed Region 27
Scharfenberg Region 72 Fair Region 23
Fair Region 70 Collingwood Region 21
Luyt Region 70 Perras Region 21
Reed Region 66 Young Region 19
McCracken Region 64 Luyt Region 19
Collingwood Region 64 McCracken Region 14
Young Region 64 Nidd Region 14
Spoltore Region 59
Daley Region 57
Perras Region 55
Brown Region 53
Eliscu Region 53
Boje Region 52
Erselius Region 49
Mischak Region 44
Quintero Region 44
Yensen Region 43
Nidd Region 41
Au Region 33
Carpentier Region 29
We also want to recognize our top performing communities who recorded the highest number of Veteran move-ins and Resident Referral move-ins during the month of March. These communities are the best of the best at lead generation and conversion.
Most Veteran MIs This Month Most PDR/Resident Referral MIs This Month
Redbud Hills Bloomington, IN 10 Madison Sun City West, AZ 8
Atrium at Gainesville Gainesville, FL 10 Atrium at Gainesville Gainesville, FL 4
Atrium of Grand Valley Grand Junction, CO 10 Oakwood Hills Eau Claire, WI 4
Rock Spring Apple Valley, CA 10 Victoria Park Red Deer, AB 3
Arvada Estates Arvada, CO 9 Carmel Place Charlotte, NC 3
Madison Sun City West, AZ 8 Harvard Park Spokane, WA 3
Bluebird Estates East Longmeadow, MA 8 Montgomery Park East Amherst, NY 3
Country Squire St Joseph, MO 8 Hawaii Kai Honolulu, HI 3
Point Defiance Village Tacoma, WA 8 Aurora Pond Wyoming, MI 3
Camelot Hemet, CA 8 Primrose Chateau Saskatoon, SK 3
Montara Meadows Las Vegas, NV 7 Pinegate Macon, GA 3
Vista de la Montana Surprise, AZ 3
Cedar Woods Branford, CT 3
the Holiday Touch with new seniors this month!
Most Gross MIs This Month Most Net MIs This Month
Ventura Place Lubbock, TX 14 Ventura Place Lubbock, TX 12
Sugar Valley Estates Loveland, CO 14 Sugar Valley Estates Loveland, CO 11
Camelot Hemet, CA 14 Bluebird Estates East Longmeadow, MA 11
Arvada Estates
Atriumj Arvada, CO 13 Crescent Heights Concord, NC 9
Atrium at Gainesville Gainesville, FL 13 Court at Rushdale Hamilton, ON 9
Madison Sun City West, AZ 12 Shasta Estates Redding, CA 9
Village Gate Farmington, CT 12 Camelot Hemet, CA 8
Bluebird Estates East Longmeadow, MA 12 Atrium at Gainesville Gainesville, FL 8
Desoto Beach Club Sarasota, FL 11 Village Gate Farmington, CT 8
Rock Spring Apple Valley, CA 11 Atrium of Grand Valley Grand Junction, CO 8
Crescent Heights Concord, NC 11
Court at Rushdale Hamilton, ON 11
And finally, we would like to celebrate the communities that have achieved 95% or higher occupancy. Congratulations teams!
95% Occupancy or Higher
Marquette East Lansing MI
Birch Heights Derry NH
Steger, La Residence Saint-Laurent QC
Azalea Park Lakeland FL
Cottonwood Estates Plano TX
Churchill Manor Edmonton AB
Woods at Canco Portland ME
Chateau De Champlain St. John NB
Carlyle Lees Summit MO
Bonaventure Ventura CA
White Oaks Manchester CT
Ventura Place Lubbock TX
Englewood Estates Austin TX
Manor at Steeplechase Franklin TN
Arbour Lake Calgary AB
Park Plaza Walla Walla WA
Queen Victoria Estates Regina SK
Holiday Hills Estates Rapid City SD
Hilltop Estates Redding CA
Briarcrest Estates Ballwin MO
Copperfield Estates Houston TX
Charbonneau Kennewick WA
Polo Park Estates Midland TX
Cherry Laurel Tallahassee FL
Valencia Commons Rancho Cucamonga CA
Pinewood Hills Flower Mound TX
Mulberry Estates Moose Jaw SK
Primrose Chateau Saskatoon SK
Belleair Towers Clearwater FL
Silver Arrow Estates Broken Arrow OK
Simi Hills Simi Valley CA
Willow Grove Matthews NC
Wescourt Saginaw MI
Iris Place Athens GA
Greenwood Terrace Lenexa KS
Oakmont Chico CA
Harvard Park Spokane WA
Team, the success we are experiencing doesn’t happen by accident or by luck. It happens when we hold each other accountable to the ambitious but achievable goals we’ve set for ourselves and not settling for less. As long as we continue to put our residents first, there’s no doubt we’ll continue to experience month after month and year after year of record shattering operating performance. The two concepts go hand in hand and work beautifully together in perfect harmony. That’s the key to our past, current and future success. Congratulations again and now let’s get busy on shattering the 40+ year record again this month in April!
This success happens when the competitions, alf's and personal care homes are fully occupied and there is nowhere else to go, until there is a vacant unit in a carehome, I think. What is the current occupancy at Holiday, 90%??? or higher.
I get you. Question is What is the current occupancy at Holiday that are fully independent senior living at a holiday community. If you count seniors in wheelchairs and the ones who have dementia and need assistance not only from staff but from residents that feel sorry for those that can't do for themselves and feel an obligation to help these other group of residents. Whoopee! Number of Occupancy surely looks good on paper. Congrats Jack. You should be proud walk with a smile and laugh about it. Yea you did it Money, Money, Money!!! Chi Ching. Who cares if these residents can do for themselves or not. You got their money! How abusive can this get.
WHAT A LOAD OF $H[T !
Nacho, did you reply to me or to Anonymus?
@ BIG GUY... I was reacting to the Holiday letter (sorry if you thought it was you). All I can say about Holiday is "Figures don't lie but liars figure." What a load of $h[T that letter was. Does anyone believe it? "If everyone is lying and we know you are lying then who are you lying to?"
You are so right Nacho
I just have to say that all these "records" sure look nice, but what crap! When I started with HRC we had 55 buildings. Pretty tough to move-in the numbers that you can with 300+ buildings! We were filling new properties in 6 months. Some in 3!!! The percentage of buildings over 95% was probably around 50 and we published our numbers. Who knows what they are now. Maybe 10%. Now there is a record for you! Holiday is so ashamed of these numbers, they will not post them! Even to the employees~ I know Jack is trying to make his employees think all is rosey, but what he fails to consider is that he has some very sharp people working at Holdiay (not in suits) that see right through him.
Nacho Libre,
Mark Twain said it the best; "there are liars, damn liars and statisticians".
If the communities census had not hit an all time low, then it would not be possible to post the number of move-ins that are currently being reported. If the move-outs were not at an all time high, then the poor profit to loss margin would not be at an all time low.
Keep in mind what is going on. FIG purchased Holiday for approximately 6 billion dollars (some reports put the number closer to 7 billion). Of this amount, 2 billion was equity (cash in hand), the balance of approximately 4 billion was financed ( a loan). The current value of Holiday is placed at 4 billion and the loan is at term. Meaning, they've lost their investment and will have to scramble for new financiers.
Now, here is the problem, FIG needs to refinance the debt and not only does their track record cause lenders concern and will increase the cost to finance, but the real estate has depreciated, the building of new communities has ceased (cash flow)and the senior market has lost significant monies in their portfolios (not to mention new competition showing up). All of this has made it even harder to sell this investment to equity investors (thus the rumor of the IP). These equity investors happen to be the ultimate bosses to Bob Donovan and the likes.
What is this current managements agenda? Show improvement by turning things around, meaning increase census and focus on profit margins (anybody out there totally confused as to why their budgets are frozen when their community is grossing a profit of several hundred thousand dollars a month?).
The first mgmt needs to do is get move-ins. On the surface this looks great. Then they will worry about move-outs and the repercussions of VA, poor employee relations and the like. Why worry about that stuff now, if you aren't going to be in their current roll as CEO/President next year.
They do not have much time. That is why they brought in all of those mid management level pseudo sales leaders (RD's, RSL's, MD's). The only thing those guys know how to sell is themselves.
This crap about call and close, close, close, does not work. And, it hasn't worked for 20 years.
So, back to this letter that went out. It is a load of bull - and is simply a facade for investors, a "moral booster" and something to keep momentum building for employees. If they to tell the truth, then the employees that can find new work will, the residents that are thinking that this is not a temporary glitch will have their fears realized and will move out, the suppliers will back off, lenders will balk and Chapter 11 will be the next topic.
Great spy novel consipiracy theory but it's well known that they refinanced everything last year and don't have debt maturites coming due for years. Do your homework. Next theory?
Spy novel conspiracy theory? It is well known that the manner of financing is not setting well with the investors. Specifically, 1/3 of the investors with FIG were new in 2010. I'll let you figure that one out.
FIG is far from normalize private equity which has been their model for years. I think you are better suited to continue reading your fiction. Not sure you understand how FIG operates and the way they are treating Holiday adversely affects their performance portfolio.
Within the current structure they will be unable to IP Holiday like they did Brookdale. Therefore unable to get their money out. Not setting to well with investors. There is a reason why they have 3.5 billion cash on the books, yet unable to re-institute a distribution.
So in the meantime, keeping it simple and back to what is so disappointing internally with Holiday employees; Holiday will continue to be aggressively pushing move-ins (close, close, close), freezing capital improvement budgets, all in an attempt to yield a high gross margin. This will keep investors quiet, at least for a little while.
Is Anonymous schizophrenic and having a hell of an argument with him/herself? If not, would one of you people get a new name so we can keep up?
Now that was funny - and I agree.
Do your homework, they bought time, and did mot refinance, you have obviously drunk the Kool Aid!
OMG more and more BS and I DO hate those Rah Rah letters from corp. The one thing that I know will cause a ripple is - move outs - RD's hate move outs since they are paid a bonus on nets. It hurts them where they operate from the wallet not the heart. We are still dealing with the BIG egos at our place. Managers from other communites or areas just cannot operate unless they recreate the same environment from which they came. BUT we sure as h--- better adapt to what they want.
One thing I really detest is the co-workers who kiss a-- and throw everyone under the bus. That really frosts my cookies!
Don't we all hate having the RSL go in to YGL and make changes??? Yes we have lost leads because of too much contact. It is all about developing a relationship and timing. These guys are just snake oil salemen.
Question: What is the average Holiday Retirement Community occupancy today and What WAS the average Holiday Retirement Community occupancy the month before FIG took over? The TRUTH is the answer to that question.
nacho, my guess is: 92% before and about 67% now, what's your guess? what is anybody else's guess? The winner might win free rent for life.....lol
If you resign, are you eligible for COBRA?
Sure you will be elegible for COBRA, but beware, very costly. I am a single person and my COBRA cost per month was $475.00/month. Very costly when I didnt have unemployment insurance or employment at the time. Once is lapses, no luck restarting.
The national average occupancy "before" FIG paid $6.8 Billion for it was 94%
There were over 100 communities that were 100% occupied.
When FIG bought the company, if you recall, Jack wrote a memo stating that for every 1% drop in occupancy, it costs Holiday/FIG $ 1 Million per month. Can some one do the math here if the national occupancy today is only 67%? How many communities are at 100% occupancy and is everybody paying the full rent.
The bogus residents moved in with no rent to speak of due to the VA program can not be counted. To me Holiday is abusing the VA benefits and it is going to come back to bite them in the rear end one of these days.
I am sure the hidden RD's will now respond
Well obviously you don't know the truth. The current occupancy is 87%. Please don't speak unless you know the facts. What facts do you have to back up your statement about the VA benefits. I can assure you that this is not the case in my building. We are currently at 88% and all these are legitimate and not living here for free. Please just the facts.
Well obviously I do know what I am talking about. Just read some of the posts made below. Make sure your RD does not know who you are because he may fire you for only being 88% and not following the corporate derective of VA move-ins as "obviously" you are not following.
87 percent??? That would be great, but there is NO WAY that is true.. NO WAY. If it were, every employee at Holiday would once again be receiving the weekly census. It is still a mystery.... I think Acmed is MUCH closer to the truth.
The company-wide census is NOT shared with anyone at the Community level. Communities only see the weekly results of their District's census, and the company is divided into 5 districts. Our district is one of the average-performing ones, and is currently at 81.6% census as of the end of last week. So, unless a few other districts' average census is in the low to mid 90 percentile, I find it impossible for the company-wide census to be at 87%. I stronly doubt the company-wide census is currently much higher than 83%...just my humble opinion.
@Achmed, thanks for the stats and answer to my question. I did not save those emails from Bill Colsun (Wish I had). I don't know where ethics is getting his stats. In my region, only two communities are over 80%. We are signing everything with a pulse. I expect to be trolling cemeteries soon. Again, Thanks.
And what does HRC find acceptable notice? 2 wks? 4?
Betrayedbyholiday, are you talking about you giving notice? Holiday giving you notice? Or giving a resident notice?
Resignation
I don't remember if our contract with Holiday mentioned proper notice, however we gave 2 weeks.
Please - there are veterans that are heavily deferred. Some are paying $700 for a one bedroom apt and they have not yet qualified. There should have been a FIRM directive and guide lines on who qualifies and they should be prequalified first. Management was not really trained for this program. Also it all depends on the focus of the week.
Now some of these vets will be forced out because they are now looking at money not move ins as much. I need to change my name to "holding on by the skin of my teeth." To Ethics - where did you get your "FACTS."
This may be true in some buildings, but in our region no vet moves-in unless they have been per-approved. Any manager that allowing a vet to live in their building for $700 is not very wise,it would not happen in my building. The facts come form the fact that I am here working the program. I don't speak to things that I have no proof of.
Ethics, this may be true in your region, but I can assure you evey vet we moved in was not approved. Not our decision.
In our region we were encouraged and directed and we had many that were moved in simply by asking several questions on a Va question form and not even confirming they had a DD214 or any proof at all that they were qualified at all for the Aid and assisted Benefit , they just told them that later they would be going to a VA seminar and they would help them with their getting the benefit . Holiday is just taking a Gamble that they get the money doen the road and defer most of their rent until they get the benefit and it helps make their census look great so when the go public they will look like they are a sucsessful booming business and hopefully all the big boys at the top collect the Lion share and bail before the truth gets out
Giving the resident a 30 day notice if the can't get closer to market value.
My husband & I left after more than 6 yrs. with HRC. We had 5 of those yrs. in the same building with a 100% occupancy rate till 09 when all of us took a hit. I will never forgive our RD or HRC for allowing him to treat his managers the way he did. I only hope our residents are being treated good and that someday Bart will purchase our old community and we can go home where we belong.
Doc, I fully I agree that Bart needs to take back what his father build with the Holiday Touch and rehire a lot of the real "Holiday Touch" employees who where terminated, forced out or left on there own will under the FIG regime. If like stated by Achmed, Holiday was sold with an occupancy of 94% for 6.8B, now with 67% it should sell for less.....Bart, if you should read this blog, read the small prints and listen to the caring hearts who carry Bill's Holiday Touch
We hope Bart does read this and will consider to buy back and rebuild the company that was when it was sold 3 years ago. There was many good happy Managers and Co Managers with great regionals who worked with the team instead of whinning close, mi no matter what. It takes time to build relationships with people who want to move in to a new home. Not with this company now-its like they believe its a hotel and you check in the next day after they receive incentives, free or $99 move ins. and no community fee. They could care less if they leave before they move in as long as its a move in. The Aid and Attendence is a great program for those who need it but to many are trying for it who don't need it but are greedy as well as families who are planning on $$ when folks pass on. We hope Bart reads this blog and will be considering rebuilding HRC to what it use to be.
I have read this whole blog and although you have some concerns I am wondering if you are as busy as you say you are: HOW DO YOU HAVE THE TIME to keep talking back AND FORTH. Do your job and get on your knees and thank God you have a job. Forget about trying to figure out what corp is doing and do your job with the residences. Keep them happy and make your facility the best. Quit your complaining and work hard.
I think they all are trying very hard to do that very thing you so elegantly tell everyone here to do however if you morons (RD’s) would just back off instead of continuously threaten everyone perhaps they all would be able to do their jobs and most important of all, why the hell don’t YOU run a community for a month and you bring in new residents before you dare to put a message on this board again try to figure out what is really is that people complain about.
docmom,
Can you be more specific as to whom you are directing your criticism? You make claim to have read this whole blog and yet you are clueless to the evidence that would suggest the majority of the posters are former HRC employees?
Of the posters that purport to still be employees of Holiday, the actual numbers of their postings (per poster) are few and far between.
Quite frankly, the individuals that have already responded to you and have placed you in the group of narrow minded, unethical individuals with limited intelligence - the RD's, might be on target.
For you to direct people to not try and figure out what corp is doing is both condescending and absurd. Why would any organization not want their employees to know what corp is doing? Isn't following the directive of corporate an employees primary responsibility? What is an employees job if it isn't trying to carry out the corporate mission? Unless, that is, corporate needs to hide something.
You claim to have read this whole blog and then proceed to tell this audience to "Keep them happy and make your facility the best. Quit your complaining and work hard." Testimony after testimony on this blog is from individuals that complain about FIG's mis-management and how they (the community managers) could no longer do that very thing.
I really can't figure you guys out. Are you that ignorant or are you just that blinded by greed and self indulgence.
There are many people posting now on this blog that never worked for the Colsun Holiday Operation. They do not know or understand how RIGHT this can be. They speak with the voices of FIG accountants and do not understand what the Holiday Touch really is and how it can drive service (and sales). "Father, forgive them. They know not what they do."
LOL,
My mother lives in a community in South Dakota, Holiday Hills Estates, and has been there several years. Since your comment leads me to believe that you are at the corporate level, I hope you, or someone at that level,will pay attention to what I have to say.
My job requires me to travel and I visit my mother as often as possible. For approximately a year or so there was a management couple, Rich and Donna Campbell, overseeing the community. It was evident to me that they truly loved what they did and I saw them do so many wonderful things for the community, including bringing warmth, activity and lots of new residents.
Many times I left late at night and they would be in the office working, never too tired or busy to stop and talk to me. A few weeks ago, to the huge disappointment of my mom and me, and many others, they suddenly transferred somewhere down south.
Yesterday I called my mom and the first thing she said to me was, "this place is going to h___ in a hand basket faster than you can imagine!" When I asked her what she meant, one of the many things she told me was this:
A very frail little 100yr old lady, Regina,uses oxygen and sometimes needs it changed. Every other manager has always gladly helped and it's not a very involved issue...takes a couple of minutes.
She approached the new co-managers saying she couldn't breathe and needed help changing it. They REFUSED to help her, saying it was against their "TRAINING"!!!!
Someone got one of the caregivers to help (thank goodness!) What if they had not been available???
So, is it the policy of Holiday and is it the "Holiday Touch" to allow someone to die rather than help them? What if there had not been a caregiver available?
This makes me want to get my mom out of there faster than you can say "go". When Rich and Donna were there, I was completely at peace with having my mom there because I KNEW they would watch over her and let me know if anything was wrong.
What if that had been YOUR mother who needed oxygen?
The other issue is the new "managers" --the Gillens. What a useless waste of space to have those two lazy disinterested people in charge of the lives of people. I've been in the office when people needed their help and they always deferred it to the managers who just left. If it was in the evening they couldn't get out fast enough and obviously could care less about helping the residents. Meal times they let everyone know they were not to bothered. Is that the "Holiday" way?
Why is it that when you have good managers who meet the needs of the residents, they end up leaving and being replaced by these kind of people?
I can assure you that I am looking for another place for my mom and a number of her friends at Holiday Hills are doing the same. They no longer feel safe and they feel the current management team is cold and incompetent.
These are the lives of seniors we're talking about and I can't even tell you how concerned I am about this. What would you?
By the way, I didn't seem to make it clear that my comment was in response to "DocMom" since that article seemed to be written by someone with layers of insulation between reality and perception.
Also, my last question is missing one word. It should have read,
What would you do?
Thanks for listening. By the way I'm finding that there are some nice places in SDakota and I don't even care if they are more costly. My mom's safety and well-being are far more important to our family. We may even move her to North Carolina near us if she agrees. But, we WILL get her away from Holiday.
Counrty Boy, if you move mom to NC, check out www.seniorlivinginstyle.com of hawthorn retirement. hawthorn is under the leadership of the former owners (B. Colson) of Holiday, as far as I'm concerned, and they still provide the real "holiday touch".
I somehow do not believe this guy. First you would think anyone in management would try and save losing another resident.What about telling the family that YOU really care and will look into the matter, the reason being is you do not . It is to bad the investors knew what kind of people who are attending to the company that they have invested some of their life savings in. This guy has no idea what the Holiday Touch is all about.Proves it by his actions.
If indeed you are thinking of North Carolina, please contact me at
Achmed08@yahoo.com
I am managing a community in Raleigh and trust me you will be happy and so will mom be. The old Holiday Touch is still alive and well in my community.
Achmed
Thank you for your suggestion and I may take you up on it. We're considering several options but I can assure you we'll have her moved in thirty days or less.
Part of getting her to move to NC or at least near other family is convincing her to leave SD. Leaving Holiday Hills is no longer a problem now that Rich and Donna are gone. She told me that's why she stayed in spite of all the rent increases, so I'm not sure I can convince her to move into another Holiday community.
I'm staying in much closer contact with her and trying to keep her mental outlook positive because she's so unhappy now. Earlier today she told me that Patti Gillen makes a point of giving her and anyone who was friends with the Campbells, the cold shoulder and treats them rudely.
She told me about a male resident who had been home for only three days after a hip replacement and when he sat down in the dining room, four ladies jumped all over him for sitting at "their" table. He invited them to join him but said he wasn't going to move. Patti chastized him and told him he should have "apologized to those ladies"!!!!
I thought the policy was that there are no reserved seats.
Another item that really distressed my mom and a bunch of other residents is the table cloths that were removed. The Campbells put white table cloths with clear vinyl on the tables before they left as kind of a going away gift. Mom said it was so elegant and beautiful and she no longer felt as if she was eating in a mess hall. Everyone she talked to absolutely loved them! By the evening after the Campbells left, they had been removed and haven't been seen again.
Mom feels that it was done out of spite because the Gillens want to flex their muscles and undo anything good the Campbells did for the community.
Once again, I have to ask why? What are these imbeciles trying to prove??
It seems they are deliberately trying to push people out the door and they're doing a good job of it. Why wouldn't they nurture the people in that building? Isn't that what you guys promised when we moved my mom and others into Holiday?
I'm sorry but when I stumbled onto this site the other day I had hoped someone who could actually reverse some of this negativity might be here as well. I knew you managers were going through a lot and most of you I'm sure, work very hard, but when I see people like those jerks at Holiday Hills now I wonder why they're even in this kind of work. My mom doesn't have many years left and I'm going to make sure they are happy ones. We thought we had found the right place for her but not any more and you can bet we're going to spread the word, along with the other unhappy residents. Those of you like the former managers at Holiday Hills, I applaud your efforts and thank you for your kindness towards our retired generation. The rest of them I would like to see quickly weeded out of the pot...starting with all four of those people now in Rapid City.
Rich and Donna are fine folks and friends! They are now in Spring, Texas I understand. Best to you!
This is happening all over the communities now. All Holiday cares about is being able to sell out and cut their losses. They do not care about their residents on the higher management level. Ask any manager, or coes, they are going where your mother stated they are heading. Holiday Touch? Some community's have it, others do not even have a clue what it means.
It is true when we went through training we were told we could not even give a resident a aspirin and if they collapsed having a heart attack we cord not do any thing except call 911 even if we were certified to give CPR , me and my wife mad a pact even if it meant losing our job that if one of our residents needed CPR or was choking we would do everything wew were trained to do , we are not going to sit around and let one of our residents die when we could help and maybe save them , i had a resident was choking in the dining room one day and I immediately and with success performed the hemlock on him and he expelled the food and was later oak . And what really makes me mad is that Holiday now will allow do what ever it takes to move in people who do not belong there and should need higher care ,they do so by talking family members in to getting care takers for them , we had a bedridden woman who had a caretaker looking after 15 other residents and she spent most of her time screaming foe help ,because of her personal needs and was ignored for hours . This was supposed to be Independent living , and the residents who are independent are not happy living in a community that is starting to look like a nursing home. Holiday does not care its all about filling the building . In our weekly conference calls I never had a RD or anyone speak or address any resident concerns or how was teer anything we needed for our residents . Conference call consist of Rah Rah and tell me how many move ins are you going to get and the under their breath at the same time mumble give it the Holiday Touch . We have since moved on and any other job we would have forgot about it . But we were so upset how this company operates that we keep commenting and telling the dirty lie they dent want residents or family to know about . and we will continue to do so every chance we get . and those of you who make statements like quit crying and just do your job I hope you can keep doing your job and go to bed every night with a clear conscience that your residents are getting the best care and they are truly safe ,because you know and I know its all Holiday Croc of Crap
They are now a senior warehousing company- no lifestyle, no grace, no heart. sad.
Yes,responding to Big guys comment that if Bart would buy his fathers vision back and run the communities how his father did, it would be a wonderful day for all the staff that were forced out of their job that they loved by some docmom who feels that no one is doing their job and always dangling their job in front of them. I tell you doc if someone is responding they are doing it on there own time. You want to know why ? Because you have all staff members backstabbing one another, no one trusts no one. My wife and I have very similar stories as Big Guy we went to Leadership Academy met some really great people in the Home office and the training depts. Yes,they are all gone now we hear a lot presently work for Bart but others like ourself got the shaft. At one time if you worked for Holiday you were very proud of the company and what it stood for. When Bill got sick and after he passed and we heard the business was being sold, I do not think anyone really believed a company would come in and destroy a GOOD man's vision within 3 years. The first thing they did was take that marketers out of the buildings. It took the managers and co's and the marketers awhile to build the love and trust of the potentials residents. We made lots of cookie drops,visiting in the hospitals to build up a friendship that you nurture and to this day we send cards to our friends who used to be our residents and will remain our friends forever. You could go to our bldg. where we were for 7 years and over 50% of them will tell you they moved into the bldg because of us. You now have some marketer who comes in and tell you to pressure these people to tell us their financial history and many more personal questions, can't these big time investors see by the numbers this does not work on the elderly. The VA story we believe will get a lot worse before it gets better. We had at least 6 regionals over the years but the last one and her marketer was vicious and they went after these Vets and we believe that company wide they let vets move in with no cash in hand and it will all come out soon. The residents who have lived and paid their monthly rent sucked up their yearly increase might not be so happy when this goes public, and it will because it was wrong. This docmom says keep your people happy when you have no time to visit with them your stuck in an office calling people who do not like to be pressured and then when they get the call from a regional they don't even know,they won't be moving in.We all waited so long for YGL to go on line but some yahoo did not know what the vision was, not someone checking at 10pm at night if you had made your calls. sent in all the numbers everynite to every dept. staff. After you had worked 12 hours at least a day , unplugged toilets,cleaned up messes,up at nite with emergencies and they wonder what you are doing with your time. Complaining on this blog. We miss the residents and our staff we retained over 7 years but all terminated. SAD
WOW Docmom has no clue. 12-16 hour days plus being on call. We cannot get everything that needs to be done for our residents and our building, administration AND consistantly make 20 calls a day, add at least two conference calls per week. That is why some people just quit and I guess if you can't keep up the pace you just get fired. Some are fired even though they are trying really hard. FIG likes to spew and print about "the Holiday Touch" just don't let actually giving it slow you down any!
Every community should have a marketer, receptionist as well as 3 sets of managers to really run the building and let people have a life. Especially those that are below 85%. Add to that a 40 hour bus driver and EC. Then we could all breath and get to love all aspects of our job. I do not mind selling, renting and marketing our product - however I sure as he-- did not sign on the become a telemarketer and be micro-managed on top of it.
This is all so true, a RD needs to live on a property to know how it feels to be drop dead tired. You forgot to mention the fill-in for servers, and dishwasher, etc.
We are soon out the door, the new plans do not include some of us old foggies, we all must be as dumb as a stick I guess and they think all the new perky people are going to attract new move-ins, however they are pissing off the old residents with their practices and lies.
AMEN NIGHTMAREWORLD. oH YES WE HAVE SERVED, FILLED IN FOR EC, CLEANED THE GUEST ROOM, UNCLOGGED TOILETS, FIXED TV REMOTES, CLEANED UP MOST EVERY KIND OF SPILL IMAGINEABLE AND SO ON. MY HUSBAND IS LIKE THE SECOND MAINTENANCE MAN.
SO I UNDERSTAND WHY YOU ARE SOON OUT THE DOOR. WE SURE HOPE TO BE, JUST HATE SEEING THOSE WEEKLY FIGURES OF FIRST TIME FILINGS FOR UNEMPLOYMENT, NOT THAT WE WILL QUALIFY IF WE LEAVE...BUT THE JOB PROSPECTS ARE RATHER DIM AT THE MOMENT.
HAS ANYONE HEARD OF ANYTHING COMING DOWN THE PIKE IN REGARD TO RSL'S GETTING RID OF CSL'S??? I THINK THEY ARE RE-GROUPING AND MAY BE GOING TO GIVE A CSL MORE THAN ONE COMMUNITY - SOMETHING IS DEFINATELY GOING ON IN THAT AREA. RAN INTO MORE MANGER WITH EGO PROBLEMS AGAIN YESTERDAY. SOOOO OVER IT!
Any truth to FIG trying to position it self to sell instead of going public?
Rumor only! No truth at all! In fact, industry analyst say that Holiday is increasing census (they don't say how) and that the census has reached the point that Holiday is showing a positive cash flow and increasing its value in the marketplace. I certainly don't agree with the methods they are using to accomplish that, but like it or not, that's what the industry experts are saying. Of course, all of us know that they are destroying people right and left to accomplish that. Candidly, in my philosophy of life, people are always more important than cashflow and profit! Long term, the company will reap the consequences of their actions.
OMG I never never ever want to have a job working with my spouse again!!! In the past if one of us lost a job, got laid off etc. the other one had a job and we could get by. NOW we are both tied to the same job and if we leave we are BOTH unemployed! The stress is really beginning to get to us - mostly me. I HAVE to get out no matter what the cost, sanity, health, poor house whatever - I just do not want to do it anymore, but what if I am the one who leads us to ruination??? I really have lost all objectivity at this point.
Even when we are off mostly we talk about the community issues.
Sure wish the economy was in better shape, scary times we are living in right now. Sorry for the pitty party - I am usually a more positive person...
Facing what happens every day is something I could only do WITH my spouse, but I do understand what you say about both being unemployed. We faced a moment this afternoon that I cannot explain in any way for fear of being recognized, but afterwards sitting and talking between us, we realized that we could face being homeless and unemployed again if we needed to, as long as we both fought the good fight with this job first.
I hope you can find some relief in that ability to share in a way that no one else who hasn't lived the Holiday work life cannot possibly understand. And if you really do need to get away, don't put it off so long that your health really does become affected.
And don't forget those little acts of open rebellion can be helpful for body and spirit, especially if you have a lot of friends and supporters among the residents - like not lining up the damned flowers on the tables into perfect three-way rows, or hiring someone out of your own pocket to come in and pour coffee and tea at dinner.
While I thought my eyes were open before we began, they're even wider open now. And I got a huge lesson about this company this afternoon - it's the body count that matters, for residents and employees alike. If the body's warm, it will suffice, at least for now.
We're keeping a daily log of everything that happens and even if we have to write in our sleep, we will make notes every day. Is it being prudent in advance of other employment challenges? Research for the best selling book I'm pretty sure it could become? A paper pill against encroaching insanity? Possibly all three.
I'll be in touch... and meantime, Linny, please take care.
We understand your support you give this women about working with your spouse. We owned our own co. so when we came on board we ignorantly thought that was one problem we would not have. How wrong we were.As far as keeping documentation although it might make you feel secure it has about as much value as toilet paper to the Holiday execs. We too kept track of everything, spending many nights documentating when we could have been sleeping, which we all know there is a shortage of. We were Let GO with a nice severance package(when in actuality it is more like a bribe.You are told you have to sign or the checks they gave you would not be any good, and as per THEIR agreement they would not fight our unemployment.Sad, but true we make more money on unemployment than we did working. Plus although we miss the staff and residents we no longer feel like were part of the MOB. All the documentation we kept, had no write ups ,kept our budget NOI for 4 years out of 10 working years they did not and would not listen to anything we had to say. Along the way we had contacted HR many times when our RD would make us do something unethical, they would talk with the RD'S and it would be blown over. We had firings because the RD did not like the way our cook a black man ignored her. We had to fire to lesbians on trumped of charges and it went on and on.After we left we contacted the Holiday lawyers who could have cared less,they work for Holiday and lied every word they told us. Linny, we know how you feel about 2 people working for the same company, our RD asked if we still had our home. We did not know what was coming down the road. We responded that we had sold our house after 5 years with the company as we wanted to finish out our working life with Holiday before we retired to a warmer client.Our RD who was the most selfish person we had ever met was working on letting us go,and we were to naive. Bottom line keep your ducks in a row. We worked for Holiday when Boll had it and what a difference one man leaving can ruin so many life's. We keep in contact with the residents and staff thanks to Facebook. Boy, what a learning experience we had.If you or anyone you know is thinking of working for Holiday from the dishwasher to the managers,RUN do not do it.It seems like in every state where they have buildings the same things occur so they must be trained that it is ok to treat the residents and staff like this. We would like to hear from other RD's who were let go, would they have the guts to tell what is really the workings of the higher inner circle and are they trained that there are no rules.
I too have been screwed over by poor management.. I worked for holiday for 3 years and now this pompous ass manager starts pointing fingers. to hell with the residents. to hell with the staff, as long as we can bring anyone in, even on their death bed it doesn't matter.. OH how I look so good.
Don't ever consider working for holiday retirement. They will only make you wonder why you even did.
GOD bless all the seniors that reside in any holiday facility.
A 2 bedroom unit , 1st floor willow gardens 4,385.00 a month.....WHAT
My husband and I just applied to Holiday and I guess I should have done some research first. I am so shocked after reading this blog! We are both young, so long hours are not a huge issue, but we certainly do not want to be fired after only working there for a few months. Is it possible for just one spouse to work 60 - 70 hrs and the other to do less?
Does anyone know if these Blue Light Special people are the ones who are the regional/district managers in North Texas? -or if this area happens to be safer?
I am just trying to figure out exactly what we were considering and having a lot of second thoughts. Working with seniors sounds like something that would be a fantastic, rewarding experience but I do not want to have to constantly worry that my livelihood would be in jeopardy.
Last thing, did those of you who have worked for this company get paid the $23,000 to $26,000 between the 2 of you as co-managers or each? I was just thinking how awful it would be if it was between the two if it wasn't a husband and wife pair. If it was like friends or something and they had to share that little bit... that would suck.
Thanks for giving me so much to think and pray about!
From what I read here, North, Central, & South Texas seem to be good places. I've talked with several people in those regions and the RD's seem pretty decent. The $23-$26k a year is each, plus bonuses, etc. the package is probably worth $70 $80k a year together depending on what health insurance and housing costs are in your area. Working with seniors every day is fantastic. We're told at least six times a day how much we are loved or how much they love having us here. Not your usual work paradigm. There is a lot of inconsistency, inexperience, and sometimes lunacy in the actions of corporate but there is a lot of pressure at the top level right now from FIG. But, as they say, "In chaos there is opportunity".
If you want a good overview/background about where the company (FIG) is today, go to this link and read the article.
http://www.levinassociates.com/1005scihead
Good luck!
Thank you for providing this article. From my standpoint of 8 years under the old Holiday and 1 under FIG I believe they represented the changes pretty much on the money. Anyone considering Holiday should read this article.
I have always thought that dlcharles should compile this blog into a book once FIG implodes. This article from levin associates could serve as the introduction to explain what happened and guide the reader through the multiple missteps, mistakes, moronic decisions, half-baked plans, crooked schemes, broken promises, and missed opportunities that are illustrated in this wonderful blog. As an avid reader of the blog, I have patiently waited for them to listen -- that day will never come. I am just happy to know that this blog will stand forever as proof that there once was a Holiday Retirement built on a caring leadership team and "the touch" -- Once Upon A Time, there was a wonderful place called Holiday Retirement....
Amen, RIP Holiday Retirement.
Within the past month, we have had two long term, pre-FIG managers we know who were transferred to other building against their will so they would quit! In addition, we know of one other managing couple who was just let go due to low census. All of these were in Texas. Proceed at your own risk with your eyes wide open and make sure you don't tell anyone you have been on this blog or you'll not get an offer! Good luck!
Hey Jack,
Do you know what region in Texas? Who the RD is that did this?
If it’s financial working double shifts at McDonald’ s will be more profitable. You will make less than minimum wage for the hours you work at Holiday. Working with seniors is a fantastic, rewarding experience and they will love you. The problem is the job with Holiday is unsustainable, you won’t have job security and you won’t have the time to spend with the seniors. Between all the driveling conference calls, emails, reports, telemarketing (which is your main job) filling in for missing employees, dealing with the threats of clueless RD’s and their pathetic ability to manage or motivate employees and countless other duties too numerous to mention. My suggestion is also run as fast as you can. Volunteer at a senior facility if you really want to make a difference the lives of seniors.
Imdone has it right except for the fact that the whole situation would be tolerable (maybe even rewarding) if the RD's and FIG cared, appreciated, knew what they were doing and talking about.. In other words, If they gave a $h't -- even for a minute.
We were an older couple and the long hours are not a problem and the pay is 26000 each ,the exsperince you will have with the residents is very gratifying and was our main reason we stayed as long as we did {6 months} . but the company is the worst company i have ever seen or worked for in 30 years . you will see many many managers and co managers come and go they simply dont care for their employees and if you happen to get with managers who have the King and Queen syndrome as we did you will be treated like sub servants . if it was only the pay and the long hours we would still be there the kob its self we enjoyed its just being mis treated and the attitude of the company , they dont care about your or current residents its all about getting the building full and dont care who you put in . They use the veterans as a marketing tool and have walls of honor and they have veteran day events , all in the name of advertisement they could care less for the vets in their communities . Please dont get trapped in a community with out having the funds and the means for your exit because it will come quick and unexpected ,usually because you have been beaten down and throw in the towel .
Yep we are out the door after 2 yrs. You have it right, RD's lie to get their way, there is no Holiday Touch. Maybe the public will get wise and not support the pogams that are going on, I know the residents are totally pissed and more are moving out because of it. We made many friends while there and they are like family, they are all tired of the in and out syndrome of new managers and co-managers over the last few years, they want their home and security, to hell with all the outside events taking place in their home.
So anyone want to take a guess on how much FIG/HOLIDAY is paying this General to hook more Vets for the company???
I would bet Mega Big Bucks
As a VET I am offended by your comment. We here at our building and in our region are not hooking any vets. So unless you have prof of something unethical happening then I would suggest that you mind your own business.
You know, I'm going to agree with "ethics". Let's not blame the Vets who are taking the free months, reduced rents, no community fees, delayed rent obligations, (not to mention free TVs, Gift Cards, Moving Expenses) with no proof that they will EVER be able to pay. They know a sucker when they see 'em. Pass the "all day sucker" to FIG/Holiday, "stupid is as stupid does."
As a VET myself, I’m offended about a company that has no regard for our vets other than another account and a way to boost their numbers so Jack can send you his rah-rah.. email s and convince a bunch of investors how wonderful things are. With all the records being broken I wonder why there is so much pressure to bring the census up which hasn’t changed more than a few percent in years. Census is down and has been for a while. The profits are up because current residents are being gouged with huge rent increases yearly to cover the shortfalls of the others. It’s easy to set 40 year move in records when you have empty apartments, back when the communities were 95 - 100% census you didn’t have the space to set those records. Our Vets are Holiday’s newest target ,, before that it was the 83 year old white female, sure wish I had saved that email. We had one vet that was so stressed out about his delayed rent obligation coming due and not being approved, he died of a heart attack.
Oh… and the RD wanted us to figure out who to contact about the deferred rent obligation. This is Holiday upper Mgmt., they can’t manage to find their A** with both hands.
As a veteran of WW 2 and a 3 year resident of Holiday
Community, I am appalled at the unethical methods
used by HRC to lure veterans in becoming residents.
I have personally informed both management and marketing of my objection to this manner of increasing census.
It is amazing to how all our competition is doing the very same thing but some how only Holiday is being attacked. I take a lot of pride in helping Veterans to be able to live here.I operate ethically and do things by the book. If other Managers are doing this unethically then they need to be fired. I can say from my experience that no one has had me do anything that is unethical when it comes to move-in's. There was a manager that was doing it wrong and they were fired. AS A VET I ALWAYS HONOR THE VETS THAT CAME BEFORE ME. Again don't put all buildings or regions in the same boat, just because a region or a few buildings are unethically does not mean that every building or region is.
Ethics, I do honor you as a Veteran and appreciate that you are operating ethically and by the book. I also agree some of the competition does the same thing, not all! The problem is you are the exception. It’s not a few communities with Holiday it’s many communities and regions. The pressure from upper mgmt to increase census has managers making or forced to make decisions that should never happen. Why is Holiday being attacked? I hardly think of it as an attack but hundreds of previous and current employees who have and are abused by this company. From my experiences with Holiday Retirement it is without question the most unethical company I have ever worked for. When a few people have gripes about their employer you can usually write that off as few disgruntled employees, when hundreds have something to say as in this blog for example and a company refuses to act or acknowledge pretty much proves in my book how much they appreciate their employees or residents.
I was invited to become a resident of Holiday Corporation's Retirement Community 6 months ago. The lure was that as a Veteran I could qualify for a VA rent subsidy. That was in October and as yet, I've not received word from the VA that I was accepted. I was told twice by the Community manager that my paper work was lost and that I'd have to redo the paper work. In my short time here, I've seen some very disturbing events...people (good, hard working, caring people) fired. One had 15 years of service. I heard a manager tell a co-manager that he wasted 5 minutes in consoling a woman who just lost her husband. At least 10% of the current residents should be in "assisted care" facilities. Then there is the kitchen. Two cooks quit and the manager hired a cook off the street who called in drunk the next day. The food here is terrible due to inexperience, inadequate training, inadequate kitchen resources, and recipes based on Corporate desire to feed as cheap as is possible. We have pork two or three times a week, and likewise chicken. Menu item descriptions are not what we receive. ie, Pot Roast is served with mashed potatoes and broccoli. Corn beef and cabbage is corn beef with a sprinkle of chopped red cabbage and mashed potatoes. Condiments are often not available. I read a post that quoted $2.00 as the amount spent on each meal. I was also told that they gave the Chef an award for bringing his services in under budget. From what I've read, as a manager and engineer, I suspect Holiday has grown too big for its' own good and control is an issue. Not sure how long I'll be here, but glad to have this blog as a reference for the future. Thank you
I am very sorry that you are having this kind of negative experience. I WISH I COULD COME THERE AND KICK THE MANAGER IN THE B***S. All I can say is that is not the case here or in our region. Every Vet that moves into our community has their paper work filed within a week. The company has a VA tracker in place that has to updated weekly. Now I'm not dumb so I now that their will be Managers that don't do their job and they need to be held accountable. We have a staff that most have been here over 4 years. The Chef and EC have been here 5 years. We had a long term resident pass away the other day and I cried with the family. I will do what ever is needed for my residents. the best part of my day is spending time with the residents. Again I wish their was something I could do for you.
If veterans are allowed to move-in to a Holiday Retirement community WITHOUT their Aid & Attendance Benefit application in place, I would have to blame the manager or Community Sales Leader, as well as the Regional Director for allowing this to happen. As mentioned by @Ethics above, there is a VA Tracking Spreadsheet that every community should update weekly to keep everyone informed of the status of the veteran resident's application as it is processed. No veteran should be allowed to move-in unless they have been pre-qualified by a reputable Veteran Service Provider, and then, the company can take the risk of deferring their rent until they are either approved or denied by the VA. This is not "rocket science", and if everyone involved proceeds with due diligence, there would be no room for fraud or misleading a veteran.
@ ethics, Let me be a bit more specific on the "ethical" dilemma the Veterans push has been. I was directed -- ordered -- by my RD to sign a veteran who had not got an approval for the veterans benefit. When I wondered aloud the "what if" he is not approved question, I was told to get the lease signed, TODAY (it was Wednesday, reporting to corporate day). The deal we cut was no community fee and 3 months free. Within two weeks, our VA benefits person stated that he would not qualify for the benefit. I informed my RD who told me not move him out, maybe we could work something out. After two months, a 30 day notice was put in. He moved out at the end of month three. He never paid a dime, we collected no money. It counted as a move in, increased our census for 3 months,and we followed our orders from the RD and Holiday. I got my bonus (and I assume so did my RD and RSL). While ethics wants to go around "AND KICK THE MANAGER in the B***S". How does a manager buck a direct order from the RD? -- we all know managers who have been let go "allowed to spend more time with their families" for not PLAYING along.
In my former region, when the VA push started there were no spreadsheets maintining track of progress on VA paperwork. Our instructions were simple: get the VSP approval and then move them in with a deferral (rent). It wasnt until month later (when we began to see that not all our residents or relatives were following up on getting approved) that the process was implemented to track progress. In the meantime we had significant amounts of A/R that had built up and would not be paid. It was my understanding that this was common (at least in our region). I had heard through the grapevine that Corp was very concerned about the huge and growing A/Rs. In our community we had managed to grow census AND maintain the Holiday Touch. That will no longer be the case and I fear that the residents will be neglected when they were the main reason we grew census (happy residents makes for an easy sale). Residents are now becoming more dissatisfied, and I fear that this process has just begun. I feel for the next set of managers, they will have their hands full.
I believe I know this person and community, and don't find one bit of truth here, knowing ALL the facts.
Happy Resident
Actually, the chefs have less than $2 per meal to feed each resident. In reality, they have $3.65 per day to feed 1 resident 3 meals. Do the math - that means $109.50 of your rent per month (assuming 30-day month) is spent feeding you. And that budget has not and will NOT be increasing. With food prices soaring, (for example, you chef has seen a 100 percent increase in the price of coffee in the last 9 months and it is expected to climb higher) Holiday Retirement has NOT adjusted the food budgets. Instead, the chefs and managers are being told, "You must stay in budget." The only way to accomplish this is to reduce the size of portions being served and purchase cheaper qualities of food. If you think things are bad now, just wait. Things are going to get a whole lot worse. By the way, as the quality of food service decreases, your rent will be increasing. In about 6 months from now, you will be receiving a rent increase of at least $100 per month, maybe more. Aren't you glad you moved into a Holiday Retirement community?
Can't wait to see what kind of a circus the Easter weekend turns out to be. Our highest Holy day of the year and all they care about is having a BIG marketing event. The residents really hate that all events are held for prospects, just the regular old run of the mill weekly activites for them.
Most of our residents are bored bored bored. Not everyone has that good old BINGO mentality. Not that I begrudge them that one bit - but 4 night a week? How will we ever attract younger retirees??? Oh - silly me - that is not the focus anymore - it is Vets.
Well Katy, I was referring to how the managers is treating the Vets and residents overall. Maybe read the whole post first. I only speak to how it is in this building and in our region and even the district. I have been working directly with my MD over the past month and he has made it clear that we will do this right. I don't try to pretend to know what is going on elsewhere in the company. I am sure that their are RD's RSL's, CSL's, and Managers that are doing this unethically, BUT NOT HERE. I have worked for some very large companies and one thing that is common is that there is always someone operating with out ethics, not just at Holiday.
Would someone explain to me why it is ethical to move any Veteran in that is dependent on that income to supplement their rent until they are completely qualified ? If they were told the truth, that they may not be qualified. Do you think they would be moving in? They move in because they are being told they will be qualified. Some are being coached to get notes from their doctors that they need assistance and other things needed for approval. Then what happens when they are not approved, they have a choice, pay the rent or move. Holiday hopes they will stay so they can suck every last dime from them before they have to move under a bridge. Those who move are devastated also, hopes dashed because of unethical managers and upper mgmt. I would sure like to see the numbers of those sucked in by Holiday that have not been approved. If Holiday moved them in they should be responsible for that supplemental income for the rest of their lives. If they put that in writing things would be different, they would have to find another way to bolster their census.
Any Veteran moved in unapproved is not acceptable.
I guess I am to assume that you have the facts to back this up or either you are doing this yourself. NO VET SHOULD BE MOVED IN UNLESS THEY HAVE BEEN PRE-QUALIFIED PERIOD.
Thanks for responding to my post. With over 50 years of business experience, I have a fair idea of the "Bottom Line" aspect of business. I also recognize how some businesses are in business when they shouldn't be, and how they exploit markets rather than provide legitimate servi