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Currents  At the recent MUSC Board of Trustees meeting authorization was given for a comprehensive four-year plan to increase parking rates. While a mass e-mail was issued to notify employees immediately following Board approval, it is unfortunate that many of us learned of the increase through the newspaper. Our parking operation is managed by the university and is subject to state regulations concerning “auxiliary enterprises.” As an auxiliary enterprise, parking must be self-sufficient. To be self-sufficient, the parking operation needs to create enough revenue to satisfy bond requirements. While our parking rates may seem high, a survey conducted recently indicates that we remain below the Charleston market. A presentation will be given at a communications meeting in the near future concerning parking facility construction plans and other related issues. This information will be distributed in this newsletter. Parking is an emotional issue, and is perhaps the topic which draws the most complaints from employees. The fact that MUSC is located on the peninsula and that our work location is densely populated complicates the parking problems. On another matter, while our cost control initiatives have increased the work loads of many employees, we continue to provide exceptional care. Letters are frequently received praising the outstanding care given. As examples, listed below are excerpts from two letters which were recently received. Thank you for a job well done. W. Stuart Smith Vice President for Clinical Operations and Executive Director, MUSC Medical Center Excerpts from complimentary letters to the Medical Center Children’s Hospital patient’s parent: “I had a good feeling when we were here, and it helped ease our minds. This hospital is one of the best, and I wouldn’t want my child to be anyplace else.” Medical University Hospital patient: “From the time I had my first test until the time I left the hospital, I was treated with kindness and genuine caring by every member of the hospital staff. I especially want to bring to your attention the nurses.  They worked a 12-hour shift but were just as attentive at the end of the shift as at the beginning.” Blood Donation Representatives from the American Red Cross (ARC) announced the new location of the ARC Blood Services Center: Main Hospital, room 273.  The center will be open Tuesday and Wednesday from 9 a.m. to 3:30 p.m.  The ARC would like to increase blood donation and build up its donor base. The ARC’s goal is to collect 200 units of blood a day in Charleston and 20 units a week at MUSC. On average, MUSC uses 50 units a day, but sometimes a single surgery can require that much blood.  Blood donation appointments can be scheduled every 30 minutes. Please call 792-0219 to schedule an appointment. The ARC encourages MUSC departments to “sponsor” the center for a week by sending their employees to donate blood.  If departments are interested in sponsoring the center—or if you would like to suggest more convenient operating hours—call the ARC at 852-2910. Safety and JCAHO Fair The second annual Safety and JCAHO Fair will be held June 7 from 7 a.m. to 4 p.m. in the portico of the Administration Building. Learn what it feels like to pull a fire alarm, set off a fire extinguisher and other safety habits. JCAHO staff education information also will be available.  MUSC Physician Directory If you need a copy of the 1999-2000 MUSC Directory of Physicians and Health Care Providers, please contact Chris Christopher at 792-7614 or Willette Smith at 792-7499. More Me Issues /PTO Questions and Answers 1. At what time is an eligible employee able to receive double pay for a designated holiday? An employee who is required to work on a designated holiday may take PTO for the amount of actual time worked during the holiday (i.e., actual time worked during the 24-hour holiday period). If the actual time worked “crosses dates” (i.e., from a non-holiday to a designated holiday) then the employee can take PTO for the time worked only during the 24-hour designated holiday period. 2. If an employee is on sick leave at the time of the conversion, will they be required to use the 24-hour requirement of PTO? An employee who is already on sick leave at the time of the Authority implementation will not be required to use 24 hours of PTO. However, if sick leave abuse is evidenced, the employee may be required to use up to 24 hours of Tentok or PTO. 3. Is there any provision for paternity leave for birth or adoption in the Authority? In cases of adoption, the father may use ESL (after 24 hours of PTO) instead of the mother (if both parents are employed at MUSC), but not both parents. 4. How will other state agencies interact with Authority employees who leave the Authority to accept a state position? Will any leave transfer with the employee? Will only retirement and health benefits be transferrable? Authority related service and accrued leave will not transfer to state agencies; however, previous MUSC (state) service may transfer for leave accrual purposes. Retirement and health benefits will be transferrable. 5. Will full-time state employees at another agency that work part-time or pool here be considered dual employees or added source or other category? Who will be eligible for overtime pay as opposed to base rate for hours worked in the Authority? A new “Secondary Employment” policy (to replace Dual Employment) will be issued in the near future.  This policy will address secondary employment for regular and temporary employees within the Medical Center (i.e., employees who work in two or more departments). Employees from state agencies covered by the State Human Resources regulations, including the university, who are currently under “dual employment” arrangements may be employed by the Authority as temporary employees. The policy will ensure for compliance with overtime requirements. Details (systems issues) of the new secondary employment policy are being resolved at this time.  6. Will participation in the state retirement system continue to be mandatory or will it be optional? We must stay in the retirement plan with the Authority implementation. 7.  Can an employee take off more than 38 days in a year? The maximum allowable PTO usage, according to the PTO policy, is 38 days per year except under extenuating circumstances (i.e., FMLA or Military Leave).  Reasonable exceptions may be justified during the initial six months of the Authority implementation. 8. If is guaranteed that I will not lose any annual leave accrued, must my supervisor give me the opportunity to take the time off that I am entitled to? If not, what are my options? No one will lose annual leave at the time of conversion. The maximum PTO leave carryover into a new calendar year is 360 hours. While a number of employees (particularly exempt/salaried employees) lose leave due to exceeding the maximum carryover at the end of the calendar year, supervisors are encouraged to work closely with employees to ensure leave requests are submitted in a timely fashion and approved.  However, the timing of leave requests and staffing needs could result in a request being denied. Paid Time Off/Leave Conversion or “Payout” Option The Medical University Hospital Authority implementation is planned for July. Medical Center employees’ leave will convert to a new Paid Time Off (PTO) plan. No one will be required to lose any accrued annual or sick leave, because all accrued leave can convert to the new PTO plan. Unused holidays can be carried over until used within one year. Employees who do not wish to convert their annual leave to PTO may be paid for their annual leave, but their sick leave will be forfeited. The “payout” of annual leave is not recommended, but this will be a personal decision. (This annual leave “payout” option at the time of the Authority implementation should not be confused with the PTO cash-in provision, planned beginning in July 2001, as outlined in the PTO policy.) During the week of May 29 a form (“Annual Leave Payout Request”) will be issued to managers for employees to use in requesting annual leave payout. This form should not be completed by anyone who wishes to maintain his/her sick leave by transferring it to Extended Sick Leave under the new PTO policy. The form will include the following information: The employee should notify his or her supervisor of intent to request payout for accrued annual leave. The completed form must be hand delivered to the Medical Center Office of Human Resources (CSB 109) no later than June 16. Annual leave payout will be subject to appropriate taxes and deductions for lump-sum pay, including 28 percent federal tax, 7.65 percent FICA, 7 percent state tax and 6 percent state retirement. Annual leave payout will be based upon accrued annual leave as of June 30, for monthly-paid employees and July 1, for biweekly-paid employees. Due to annual leave payout an employee will not have enough accrued PTO to cover the July 4 designated holiday.