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Rumor Mill separates fact from fiction Hagood parking lot Rumor: After attempting to find a parking spot within the Hagood lot, an employee was informed by the security guard that Parking Management over sold the lot by 100 cars. After circling numerous times, she was informed that where she  finally parked would cause her to receive a ticket, or be towed. How is this allowed? Truth: The Hagood parking system, comprised of 850 parking spaces, is offered to registered parkers on a first-come, first-serve basis. There is no guarantee that a space will be available, and employees are advised at the time of registration that they should consider it only as a parking option. There is no charge for parking or for the connecting shuttle bus service. Space is usually available at all times during the summer months. But during the academic year, especially at the beginning of the year, the lot fills up by around 8 a.m. Employees whose schedules bring them to campus after that time may wish to consider registering for a parking assignment in the MUSC reserved parking system where space is guaranteed to every registrant. Space is available without a wait in two locations--the Harborview Tower parking garage and the Lockwood Drive parking lot. Both locations are served by campus shuttle bus. The fee for parking in these guaranteed locations is $25 a month. Interested individuals should contact the Office of Parking Management at 792-3665 for registration instructions. PTO Rumor: Could somebody please clear up the confusion about PTO? What are the differences for those of us still state employees? What about authority employees? Can state employees use annual leave for sick time? What about those using PTO instead of annual leave? Truth: The PTO policy pertains to employees on the Medical Center (Hospital Authority) payroll. Please refer to the Medical Center's Human Resources policy #18 for details. The policy can be located on the Medical Center Intranet. For additional details about the PTO policy please call Eric Frisch, Medical Center Human Resources, at 792-7908 or by e-mail (frische@MUSC.edu) University (i.e., state) employees are subject to the state's leave plan, not the PTO policy. Employees of the University are not affected by the Medical Center's PTO policy. Please refer to the University's Human Resources annual and sick leave policies for details or contact the University Department of Human Resources for specific questions concerning use of leave. Also, the University Medical Associates adopted a PTO policy recently that is similar to the Medical Center's PTO policy.  Weight Watchers Rumor: Through the years various groups have tried to have Weight Watchers come  to our campus. In fact, it is my understanding that the Wellness Committee recommended this also. However due to the fact that we have a weight management program we can not have Weight Watchers. Our MUSC program is different from WW. Two specifics come to mind. One is the $$$. Second is the approach. The more weight our employees lose the healthier and more productive they are. Why can we not have Weight Watchers. It is a tried and proven method....Please let them come to our campus. Truth: The main issue with regard to making space available to Weight Watchers (as well as the many, many other off-campus commercial organizations that make such requests) is that our facilities and space are provided for student, staff, and faculty use in carrying out the legislated duties of MUSC and its affiliates.   MUSC does not permit any such use that would tie up facilities for a regularly recurring outside activity. MUSC does not permit any such use where a fee is charged to those attending. MUSC also generally discourages use by any private organization that has competitive private organizations in the community. Occasionally, MUSC does permit an outside organization to rent an on-campus facility for a one-time gathering of public interest provided that no fee is charged to the participants and it is open to the full public. Even here, MUSC reserves the right to later cancel any such reservation if a university need for the facility at that time were to subsequently arise. The daily room rental fees for a commercial activity range from $450 to $500 depending on the size of the room. This facilities usage policy has been approved and periodically updated by the President's Advisory Council. For more information, contact the Office of Enrollment Services as it coordinates all outside requests for facility use. Since our on-campus weight management programs were mentioned, the head of these (Dr. Patrick O'Neill) requested that the following additional information be posted on the Rumor Mill.  A MUSC Employee Wellness Survey with 802 respondents asked about willingness to pay for an employee weight loss program. Although weight loss programs were one of the three most frequently requested employee programs, only 45 percent said they would be willing to pay for such a program. Of those willing to pay, 29 percent said they'd be willing to pay $5-10 per week, 36 percent would pay $10-20, and 21 percent would pay $20 or more. Our MUSC Weight Management Center programs vary widely in scope and cost. We have made concerted efforts to make them affordable to MUSC employees.   First, employee discounts are offered for the two group-based programs. Second, payroll deduction is offered for programs, so that an MUSC (including UMA, MUH, CFC) employee can join a program with no upfront outlay, and spread out the payment via payroll deduction over an entire year even though the programs are only 15-30 weeks in length. Third, employees who are obese may use their MoneyPlus accounts for our programs so the already reduced fees can come from  pre-tax dollars.  We now currently support (with no compensation) the “Lose to Win” weight loss contest at the beginning of each year. New CSB lobby lighting Rumor: First I want to say, the new CSB lobby is very nice and a big change from the way it was. I was told that each new hanging light fixture that was installed cost $550  a piece, is that really true. That means there is more than $28,000 in just lighting fixtures. Truth: Thank you for your positive comments about the Clinical Sciences Building lobby. We are very pleased with the appearance also. The building entrance is one of the most active in terms of the pedestrian traffic in the Medical Center Complex. This particular area is also the entrance to the new very high-tech 3T MRI. Because of the importance of the lobby, the finishes and the lighting are indeed high quality. The pendant lights for the lobby actually cost approximately $440 each. They were custom made to provide the proper drop and proper illumination for the lobby with its high ceiling. By the time installation was complete the total cost per light was indeed close to $550. The alternative light which would have been two by two indirect fluorescent lights would have been almost $300 each. You may have read another Rumor Mill inquiry declaring that we have great professionals and great programs and that our facilities are below par. That struck a real chord with the Medical Center leadership as we believe it to be true. For that reason we installed very high quality and durable flooring and other very attractive features, including the lights, in the CSB  entrance. We hope that it will be an entrance about which all of our employees can be proud and enjoy for years and years to come.  Trees at Charleston Memorial Hospital Rumor: Why were four beautiful river birches in the CMH employee's smoking area destroyed? Truth: These small trees became the roosting area for a large number of birds. Patients, visitors and staff complained about the resulting droppings. It was determined that health and sanitary conditions should be our major concern, and for this reason, the trees were removed.  Day care Rumor: The following two inquiries on the subject of day care were received by the  Rumor Mill: 1. What is the current status on the day care plans for MUSC? 2. Do you think we should open up a day care for those parents who have children in school? A 24-hour-a-day day care will be very convenient since your child will be in the same facility as you. If you like the idea please send your comments to the proper department. Truth: A committee chaired by Dean (Danielle) Ripich has been working on the possibility of starting a pilot day care program for children of employees, and are currently in exploratory discussions for appropriate space and licensed management for the program. Once this is done, hopefully in the near future, the plan would be taken to the President's Council for final approval. At that time the details would be widely  communicated throughout the university. Drug testing Rumor: I recently heard the Medical Center may undergo drug testing of employees? I am surprised it is not already implemented since the drug supply is readily accessible by many. Truth: For information, there have been two previous posting on the Rumor Mill on this subject, the first for MUHA and the second for MUSC.  MUHA: If an employee appears to be under the influence of drugs or alcohol, he/she may be asked to submit to a drug test. If the employee refuses and a reasonable suspicion exists that the employee is impaired, then the employee may be relieved from duty and an investigation will be conducted. The outcome of the investigation will determine any appropriate disciplinary measures or other circumstances that need to be addressed. Please refer to the Medical Center (MUHA) Drug-Free Workplace policy #47 in the Human Resource policy manual for details. Also, refer to the Disciplinary Action policy #45 for guidelines for disciplinary measures and policy #44 for the Grievance Procedure for the appeal (“review”) of certain disciplinary measures. The Human Resources office of MUHA (Eric Frisch) is available to provide assistance with any specific issues that may arise.  MUSC: The policies of both MUSC and MUHA are similar. However, MUSC asked that the following additional clarification be posted. When an employee appears to be under the influence and therefore, not fit for “duty,” a supervisor may ask the employee to submit to a drug screening. The supervisor is responsible for accompanying the employee to the screening and ensuring that the employee gets home safely. An employee can refuse to submit to a drug screening.  Reproduced from http://www.musc.edu/rumor/.          Catalyst Online is published weekly, updated as needed and improved from time to time by the MUSC Office of Public Relations for the faculty, employees and students of the Medical University of South Carolina. Catalyst Online editor, Kim Draughn, can be reached at 792-4107 or by email, catalyst@musc.edu. Editorial copy can be submitted to Catalyst Online and to The Catalyst in print by fax, 792-6723, or by email to petersnd@musc.edu or catalyst@musc.edu. To place an ad in The Catalyst hardcopy, call Community Press at 849-1778.