40 Hour Administrator Course
Please review the information below about the course and then register below.
The Instructor: The class is taught by Janet Cornell owner of Senior Care Administrator Coaching, Janet has over 21 years of experience in the Senior Care industry with 14 years’ experience as an Administrator of 8 group homes.
About the Class: Colorado regulations for Assisted Living Facilities require the Administrator to take a 40-hour class. The participant must also be able to demonstrate a good understanding of what is required to run an Assisted Living Facility. This class is based on the requirements established in regulations for Chapter 2, 7 and 24. The curriculum is compliant with 6.6 of Chapter 7.
The class cannot guarantee you are approved to be an Administrator of record because of guidelines out of our control. See Part 6 of Chapter 7 to review qualifications. The class also cannot predict success as an operator of a facility.
You must provide proof of identity with a valid such as Colorado Driver’s license or ID or other form of a legal Picture ID. Be prepared to send this with your registration.
- You must register in advance and be willing to have your camera on for all the zoom classes.
- The Orientation that is the Friday before and reviews more of the expectations of the class
- Required you to attend all 40 hours and pass a competency exam to receive your Administrator Certificate, the required score is 90% or higher score on the exam. You can retake the final exam if you do not obtain a 90% score. Several quizzes are provided throughout the class to provide direction.
- If you are auditing the class, you will NOT receive an Administrator Certificate but you will receive a certificate of participation and can attend as fits your needs.
- The class includes some check off forms, templates and other forms that you may use or adjust for your business as you see fit if you are obtaining the Administrator training for a certificate.
- The Administrator Certificate does not guarantee you meet the requirements to be an Administrator of record. I will send you these requirements if you have questions.
- The cost is $975 for non-CALA members, $825 for CALA Members and $400 to audit the class.
- Refunds are provided if you cancel 7 days prior to the 1st class. After that time frame you will receive a credit to attend the next session. This cost is transferrable to another participant.
For Class Specific Questions: Instructor: Janet Cornell, Senior Care Administrator Coaching LLC * P: 303-550-8290, E: Janet.Cornell@outlook.com
Join CALA
QUICK LINKS
LATEST POSTS
Federal discrimination laws protect individuals from discrimination in the workplace on the basis of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 and older), disability, or genetic information. Obesity, however, is noticeably absent from protection under federal law as well as most state laws. As a result, sizeism, or weight-based discrimination, remains a prevalent issue, with more than 40% of U.S. adults experiencing weight stigma at some point in their lives, according to the American Psychological Association (APA). According to the Centers for Disease Control and Prevention (CDC), 42% of Americans are obese , making this a significant and widespread concern. Sizeism, like other forms of bias and discrimination, not only causes suffering and psychological distress but also increases the risk of mental health problems, such as substance abuse and the risk of suicide, according to the APA. While federal laws have yet to address weight-based discrimination, some states and municipalities have begun recognizing the need for change. Likewise, some federal and state courts have interpreted disability laws to provide protection. Currently, Michigan is the only state to make weight-based discrimination illegal. Four states, Massachusetts, New York, New Jersey, and Vermont, have recently introduced bills dealing with weight-based discrimination. New York City, Washington, D.C., and San Francisco are among a handful of U.S. cities with local ordinances that prohibit discrimination based on weight or appearance. At this time, Arizona, Colorado, New Mexico, Utah, and Wyoming have not taken legislative action to address obesity as a protected class. The majority of federal courts hold that obesity is not a physical impairment under the Americans with Disabilities Act (ADA) unless it is the symptom of an actual or perceived underlying physiological disorder or condition, such as diabetes. These courts have relied on interpretive guidance from the Equal Employment Opportunity Commission (EEOC) on the definition of “impairment” under the ADA. Recently, federal district courts in Texas, Louisiana, and Mississippi have determined that, even absent an underlying physiological disorder, obesity could be an actual or perceived disability under the ADA. Likewise, state courts in Washington, Montana, and New Jersey, have interpreted state statutes to include obesity as a disability. By taking proactive measures, employers can protect themselves from potential liability. Employers should refrain from employment decisions based on physical characteristics absent a legitimate job-related requirement. Employers in states where obesity may be treated as a disability should review their disability policies and include size, and make sure managers are trained on the policies. Additionally, employers should accurately state job descriptions to reflect the essential functions and demands of the job. These steps help contribute to a more equitable and supportive work environment for all employees. This is an area to watch as more legislatures and courts consider the issue of obesity as a protected class. If you have any questions about workplace discrimination, please contact the Employers Council Member Experience Team.
The statewide minimum wage for Colorado — currently $13.65 — will increase on January 1, 2024, in line with the cost of living (COLA) to an amount not yet determined. The state is not alone in its upcoming minimum wage hike. During the 2019 legislative session, Colorado passed House Bill 19-1210 , which allowed local governments to enact a minimum wage higher than that of the state. The Legislature did so because the cost of living can vary significantly from one community to another. The law enables local governments to address the minimum needs of the workers and businesses in their jurisdictions.