Return to Main Menu

Rumor Mill separates fact from fiction Childcare Rumor: As a follow-up to someone's earlier question regarding childcare...now that space has been provided and providers are being sought...how will the spaces be allocated. That is...will this end up being a service strictly for the doctors? Or will an equitable arrangement be made for signing up for spaces? When will members of the MUSC family be able to begin signing up on waiting lists? Truth: This is an implementation question and one that has not been decided yet. However, the committee is very determined that the cost be kept as low as possible, and that all employees have access in an equitable way.  Ambulatory Care/Rutledge Tower Rumor: I was informed by a recruiter in the Medical Center's human resources department that Ambulatory/Rutledge Tower employees (nursing and nursing support staff) are considered a part of MUHA. However, we are still treated very separately. I am being denied the opportunity to receive training classes for advancement because I am an employee in the RT and these classes are not offered here. I was told that I would have to apply for a position within the hospital that is the equivalent of my position now, eventually take the training courses, and then, over time apply for the position that I am wanting right now. How true is this? And if it is true, what can be done to change this?  Truth: Ambulatory Care employees are indeed considered a part of MUHA (Medical Center) and while each service has different needs, employees have the option to consider the various opportunities within the organization. In response to questions regarding training classes, the Medical Center in coordination with Trident Technical College offers a Patient Care Technician/Clinical Associate Apprenticeship program. In order to be considered for this program, a MUHA (which includes Ambulatory Care) employee or an outside applicant must meet the minimum requirements (high school  graduate and at least 18 years of age), apply for a posted position, and successfully interview for the position. The selected employee would be paid at a rate of $ 7.50/hour as a Medical Center employee while in the Clinical Associate Apprenticeship Program. Upon completion of the program and competencies, the employee is eligible to be promoted to clinical associate at a pay rate of $ 9.15 per hour. Susan Carullo, employment manager, may be contacted for additional information. Attempted Assault Rumor: Is it true that an individual thwarted an attack recently on campus? It is rumored that the individual used pepper spray in the RT parking garage.  Truth: On Nov. 25, a student/patient from the University of South Carolina was confronted by a male subject who attempted grab her purse. The victim reacted by spraying the subject in the face with pepper spray until he released her. The suspect is described as a black male 18-25 years of age, 6', and 165 lbs. The Department of Public Safety has increased patrol in the garage and surrounding area. A security survey of the Rutledge Tower Garage has been conducted. All emergency call boxes are operational. New closed circuit cameras have been approved and ordered. The Department of Public Safety implemented a Whistle Alert Program that is available to all employees and students of the university and Hospital Authority. Contact Lt. Terry Howell at 792-4196 for information regarding the program. Report all incidents of a suspicious nature to the Department of Public Safety at 792-4196.  8D Unit Lockdown Rumor: All patient units in the children's hospital (floors 7 and 8) are now locked down round-the-clock for security purposes. I think this is a great idea, and will keep the patients safe. However, I realized that one of the most important units to be locked down is not. 8D, the infant/toddler unit, is still open to anyone. I asked, and was told it was because 8D was not given a camera and monitor like the other units. Is this true? So, why have the camera/monitor not been bought? Is this even been attempted? Truth: Unit 8D is card access as all inpatient units are in Children's Hospital. In fact, 8D was the first unit to have the card access system installed as a model unit. Cameras have been ordered and we estimate the cameras will be installed by the end of next week. Once this system is installed, all inpatient units in the Children's Hospital will be equipped with Card Access, and the necessary monitoring equipment. Thank you for voicing your concern and allowing us the opportunity to give everyone an update. HOP and Agency Rumor: I want to know how it is cheaper to pay an agency and cancel Hospital Options Pool (HOP) registered nurses? This is a big problem and I am wondering if someone gets a reward for using an agency RNs from the agency itself. Also it seems a bit strange that agency RNs are orienting new staff to the ICUs and also doing charge. Truth: First, all employees are subject to and must remain in compliance with all applicable sections of Chapter 13, Title 8, South Carolina Code of Laws, pertaining to Ethics, Accountability and Rules of Conduct. These rules prohibit any employees from accepting any special consideration from individuals or business organizations doing business with MUSC. Second, many times it is less expensive to use an agency employee on straight time versus a  HOP employee in an overtime status. The nursing directors monitor all expenses and are working closely with the nurse manager of HOP to establish an algorithm to assist with scheduling of needed staff. Lastly, the Critical Care and Emergency Services Division has hired a unit educator who is actively working on the department's orientation and educational needs. Pay Raises Rumor: I see that MUHA employees were getting merit raises in December 2002 as well as clinical service employees. These raises appear to be based on performance evaluations. MUSC faculty received raises and generous bonuses this year. Why was there not even token COL raises for other MUSC employees this year? Even though I received a promotion this year, I was again told, “there is no money in the budget for an increase in salary.” Are administrative specialists/assistants no longer considered valuable employees? Truth: The Medical University is a complex organization that is made up of component entities that have different funding sources and, to some extent, different rules governing pay. MUSC is dependant in part on the South Carolina General Assembly for funding with respect to across the board pay increases. Unfortunately, due to the State's continued revenue shortfall, the South Carolina General Assembly was unable to fund a pay plan for State employees in the FY 2002-2003 Appropriations Act. State legislators determine and must authorize such increases for State employees each fiscal year. MUHA's pay plan is independent of the state's pay plans, because its employees are not part of the state's personnel system. MUHA's pay plan is negotiated and adjusted from year to year based on their budgetary limitations. While the university values all of its employees, these funding differences have a direct impact on the university's ability to provide comparable increases across the organization.  Unfortunately, at the present time, the university cannot implement across the board cost of living or merit increases without state approval and appropriations. Please note that currently MUSC employees are still eligible to receive salary increases as the result of promotions, reclassifications, and in-band increases; for exceptional performance, the acquisition of additional job-related knowledge/skills, and for accepting additional job duties; and for equity considerations. However, such salary adjustments are dependent  upon the budgetary limitations of the individual unit, department or division for which the employee works.  Pigeons Rumor: Is there anything that can be done about the accumulation of pigeon droppings in the vicinity of the Administration Building mail boxes? Truth: The accumulation of pigeon droppings in the vicinity of the Administration Building mail boxes is a continuing problem. The university has tried many times to discourage the roosting of pigeons on campus using animal rights friendly methods, but as long as people continue to feed the pigeons during lunch or snack breaks, the pigeon problems will continue. The university landscaping crew will begin cleaning the pigeon droppings from the concrete area around the Administration Building, with a focus on the mail box area, as a part of their weekly work routine in an effort to keep the accumulation to a minimum. In addition, the landscaping crew will reimplement some of the humane control methods to discourage the pigeons from roosting in the area. 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.