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Rumor Mill separates fact from fiction

Attracting Paying Clients
Rumor: Is MUSC investigating ways to become more attractive to paying customers? I am intrigued that even though we continue to provide unsurpassed medical care to patients, local residents still chose to go to Roper, St. Francis, or East Cooper. In my opinion we must improve our physical plant and name in the community to achieve these standards. 

Truth: Thank you for your inquiry. The Medical University has several initiatives underway to market our services to patients with more discretionary sources of payment for medical services. First, under the leadership of Dr. Mark Lyles, we have created an Executive Medical program. This brand new effort provides state-of-the-art physical examinations and health status counseling to executives and other interested persons. We have entered into a contract with one of the largest businesses in the state to provide this service to all of their executives. We have attracted patients from as far away as Italy, and we anticipate the need to expand our capacity to handle more patients. We are also entering into an initiative called the Charleston Health Institute, which will bring patients from across the country to Kiawah for health improvement programs. This program will be run by Dr. Peter Miller and should be operational in the fall. Dr. Miller formerly ran the successful Hilton Head Health Institute, and he is the author of several best-selling books. We believe that he will attract a national client-base, who will also use MUSC for medical services. Finally, our plans for the new hospital facility will include efforts to make the institution attractive to patients who have a choice on which facility they utilize. We believe that an attractive, state-of-the-art facility with convenient access is crucial to that goal.

Drug Screen
Rumor: Recently the Rumor Mill addressed drug screening policies for MUHA. Can you please address the drug screen question for the university side as well. An employee told me that your response indicates that university employees cannot be tested, although obviously it simply doesn't address the university.

Truth: 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. However, the supervisor is still responsible for ensuring that the employee gets home safely. Additionally, the employee's refusal does not preclude the supervisor from taking disciplinary action. It is important that employees who do not appear to be fit for duty not be allowed to remain in the workplace. Under these circumstances, they pose a safety risk for themselves and others. For additional information refer to Human Resources Policy No. 47, Drug Free Workplace and Policy No. 45 Disciplinary Action.

Burn Unit Closure
Rumor: I have heard several rumors that have stated that our Adult 4th floor Burn center will be closing its doors, within the month. I was just wondering if this was the case and if so why, do we not have a need for a burn center here in costal South Carolina.

Truth: Effective June 10, the Adult Burn Center at the Medical University of South Carolina will no longer accept patients in transfer with major burns. Adult patients with less severe burns will continue to be cared for by MUSC. As MUSC makes long-term plans for future hospital facilities, the inclusion of a state-of-the-art adult burn center will be evaluated. This change will not affect the MUSC Children's Hospital Burn Center, which will continue to provide state-of-the-art care to our pediatric patients in a nationally ranked top 10 children's hospital facility. The decision to close the Adult Burn Center came in response to our recognition that optimal resources exist for burn victims at larger regional burn centers. We are committed to providing for our patients the best care possible, and recognize that patients will be best served by being treated at larger Level I facilities such as the Still Burn Center at Doctors Hospital in Augusta, Ga.

New Hospital
Rumor: I heard that MUSC was considering building a new hospital in the West Ashley area. If this is true, will it be a large hospital and what will become of the services provided by the current hospital?

Truth: The following response was posted on the Rumor Mill in its very first week last year (November 2001), and is repeated here as it responds to the question. "We have retained a leading national company to help advise the University on the  development of a future hospital, including issues such as location. This process should take about a year to complete. In the final analysis,the planners will have to weigh advantages of remaining on the peninsula(e.g., not having to duplicate any infrastructure, proximity to educational and research facilities)against advantages of relocating elsewhere (e.g.,convenience to patients, parking, less building code restrictions, less vulnerability during a hurricane). There are arguments both ways and much more evaluation is required.

CA Raise, July 1
Rumor: I heard that ca's through out the hospital that had prior patient care experience before being hired at MUSC, will recieve a $.25 raise come July 1. If this is true, I feel that this is unfair, because every ca in the hospital whether they had prior experience or not, deserves a raise, compared to the work they do everyday, and do not get paid what they deserve.

Truth: This rumor is not accurate. A thorough analysis was conducted of clinical associates' pay rates to determine any pay adjustments needed to bring individuals' pay to internally equitable rates with a new pay schedule (hiring scale) for clinical associates. MUSC Medical Center job-related experience, including experience as patient care technicians within the hospital, was used as the basis for determining relevant experience in a consistent and fair manner. Pay adjustments to be made will vary depending upon the amount needed, if any, to bring an employee's rate of pay to the equitable level on the pay schedule. Anyone who has questions should contact Susan Carullo, human resources manager, or their respective departmental manager. 

CSB Access
Rumor: Why is it necessary for Public Safety, HRM and Physical Plant to close off all of the auxillarly entrances to CSB for employees. First the main entrance was closed, then HRM refused to allow employees to enter through their hallway, now the back hallway has been closed (with a public safety yellow tape). There are quite a few employees who must already ride buses, etc to get to work, now they must add 10-15 extra minutes to their trips to and from work in order to walk all the way around the building to the main entrance, then back to the other end in CSB in order to get to their offices. For employees who are already on tight schedules due to daycare/children, etc. this is becoming very burdensome...not to mention the impact on our handicapped employees who cannot make the additional walk in one trip. It seems to me that a more accomodating solution could be worked out - especially the option of access via the HRM lobby. They are very inhospitable for an area whose main focus is supposed to be the well being of our human resouces.

Truth: As you may recall, a project to upgrade the first and second floors of the Clinical Sciences Building is underway. In connection with that, the main lobby of the Clinical Sciences Building on Jonathan Lucas Street is undergoing a significant renovation. Because of this renovation, a broadcast e-mail was sent to all employees on May 17 advising them of the closing of the main entrance. It noted that (1) The lobby will be completely closed beginning at 6 am on May 22 until July 1. (2) Appropriate signage will direct patients, staff, faculty and students to alternate routes of entry and egress. In the meantime, both the north and south entrances to the Clinical Sciences Building are open from 6 a.m. to 6 p.m. for staff use. A security officer is stationed in Human Resources to assist disabled persons and other persons needing help in the Human Resources office area. The Human Resources entrance was closed to "walk through traffic" because the potential volume would be very disruptive to business operations, including assistance to employees with benefits matters and job applicants. However, any employee who feels that he/she must use the entrance due to running behind schedule will be welcomed by Human Resources. We appreciate your patience and fully recognize how inconvenient it is to renovate a fully occupied building. The project which closed the main entrance is currently running somewhat behind schedule. 

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.