Facility management informed that a letter was provided to R1 on 01/30/2026, prior to the eviction notice, informing R1 that they were not in compliance with facility policies due to staff mistreatment. This letter referenced two prior direct conversations that had been held requesting for R1 to refrain from verbal abuse toward staff. Management additionally informed that the 30-day Notice to Vacate was served to R1 on February 19th, 2026, however the document did not contain all of the required information. Management informed that a second 30-day Notice to Terminate letter with all of the required information was given to R1 on February 24th, 2026. Management informed that upon confronting R1 regarding their behavior toward staff, R1 denied the claims and indicated that whatever statements that were made were outside of R1's awareness that staff could hear them.

A private interview was conducted with R1 during an unannounced facility visit. R1 denied being disrespectful to staff and believed that a specific staff member was targeting them. R1 admitted to saying the word "stupid" once regarding a food situation, and stated they may have made a remark about staff who they thought were out of earshot.

Outside sources were interviewed regarding the allegation. One outside provider informed that R1 was direct with their communication, but the source had not directly observed R1 engage disrespectfully toward staff. A second outside source from an advocacy agency informed that the situation had been made known to them, but they were not given permission by R1 to speak with any staff members in order to verify or refute the information.

Records review corroborated staff statements regarding R1's behavior toward facility staff. A formal notice to R1 dated 01/30/2026 informed that R1 was not in compliance with facility policies due to their mistreatment toward staff. The 02/19/2026 30-day Notice to Vacate informed of the Licensee's intention to evict R1, however the document did not contain the required elements for the eviction to be enforceable. The second 30-day Notice to Terminate, dated 02/24/2026, included the required elements for a valid eviction notice and included a list of specific events where R1 swore at staff, threw items, and made demeaning statements. Care notes for R1, from their date of admission to the time of the eviction notice, detailed situations where R1 mistreated staff. The Resident Handbook stated that residents and guests were expected to behave in a civil manner that would not cause unreasonable distress, discomfort, annoyance, disturbance or inconvenience to other residents, employees and management of the community. (Continued on LIC 9099 p.3)

While the evidence gathered supports the Licensee's justification for R1's eviction due to violating the general policies of the facility, the first eviction notice provided to R1 on 02/19/2026 was unlawful due to not containing the required elements. The subsequent eviction notice dated 02/24/2026, however, was valid based on the reason for eviction and required elements existing in the document.

Based on relevant interviews and records review, the preponderance of evidence has been met that alleged violation occurred and is therefore substantiated. Deficiencies are cited per California Code of Regulations, Title 22 (refer to the attached LIC 9099-D). A Plan of Correction was jointly developed with the licensee. An exit interview was conducted with Executive Director Daniel Slaughter and Health and Wellness Director Raquel Mathews, to whom a copy of this report, and the Licensee/Appeal Rights (LIC9058 03/22) were provided.