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MUSC Rumor Mill separates fact from fiction Pre-pouring medications Rumor: We are only allowed to prepare meds one hour before or after the allotted time. If meds are prepared  too early, the hospital and the nurse could be subjected to a fine by JCAHO (Joint Commission on Accreditation of Healthcare Organizations). Truth: JCAHO and MUHA are concerned about the timeliness of medication preparation and administration. In all cases, medications should be prepared for administration before the medications are due and not after. However, preparations would depend on a physician's orders, efficacy and shelf life of the medication, security of the medications once prepared, the hospital’s policy, etc. JCAHO does not issue fines for any reason to either organizations or individuals. Paid time off Rumor: I was told that it was allowed to “move your time” or hours worked from one week to the next to avoid the use of PTO (example: someone who works 24 hours a week only working 20 hours one week and then 28 the next week so the fours hours could slide from one week to the other, thereby relieving the need to use PTO in the week you were short). I thought  you were paid biweekly, but that the hours documented from week one were treated separately from week two (so if you worked 44 hours during week one and 39 hours during week two your paycheck would reflect 79 hours of regular time, four hours of overtime and one hour of PTO). Truth: The Medical Center’s workweek consists of seven consecutive 24-hour periods beginning on Sunday. Worked hours are to be reported in the workweek in which they are actually worked. For additional information, contact Patty Burn, Payroll (792-7544) or Susan Carullo, Employment and Compensation manager (792-1684). Parking Rumor: Is there going to be anything done about the employees who park in the Rutledge parking garage during the weekday day shift who aren’t supposed to be parking there? I’ve heard that if you take a parking ticket in the morning then after your shift is finished you can just badge out on the Rutledge side of the parking garage because there is no attendant over there to make you pay. Truth: Thank you for making us aware of this rumor and concern. Any employee who knowingly abuses this parking program is potentially placing in jeopardy for themselves and everyone else in the after-hours program the privilege of having the freedom and convenience provided by parking access cards. Their actions might even place in jeopardy the privilege of using the Ashley-Rutledge parking garage as the primary after-hours parking location. Parking Management officials are investigating the matter to determine what steps can be taken to prevent any potential abuse in the after-hours parking program. To assist us in that process, let your supervisors know when potential abuse is observed  so this can be properly investigated at that time. Working weekends Rumor: Is there a policy for nurses to work four out of eight weekends in the four-week schedule? Truth: Your rumor may be referring to the Registered Nurse Weekend Work Option Program (WWO). This program is being offered to permanent employees to facilitate weekend shift coverage for the inpatient units. Employees will work 24 hours every weekend and one shift during the week. For units that staff with 12-hour shifts, the WWO employee will work two 12- hour shifts every weekend, and one 12-hour shift during the week for a total of 36 minimum hours. For units that utilize eight-hour shifts, the total hours can be adjusted to 32 minimum hours to incorporate eight-hour shifts during the week; however, the 24-hour weekend work commitment still is required. Employees are entitled to one full weekend off every three months, which must be pre-approved by the nurse manager. A limited number of positions may be available based on budget and unit needs. Candidates who accept a WWO position will sign a six-month agreement to work 24 out of 26 weekends and to the terms of the program. Please note that any sick call on a scheduled weekend to work may result in nullification of this contract and the employee may not be entitled to remain in the WWO position. Swapping weekend shifts with other employees must have prior approval from the nurse manager. Leadership Rumor: I heard that the leadership information on the MUHA web page is only restricted to managers. Junior staffers and other employees should be able to share in the progression towards excellence. Truth: The administrative team discussed the usefulness of sharing the MUSC Excellence Leadership Development Web site with all employees. The Studer Group account leader was involved in this discussion. The consensus was this Web site includes instructional material (e.g., homework assignments) for the leadership team and could be confusing to others. Most recently a new MUSC Excellence intranet Web site (http://mcintranet.musc.edu/muscexcellence/index.htm) was rolled out for all employees. This site includes much of the same information, but not the homework assignments. Hospital Option Pool Rumor: Due to the ongoing depletion of the HOP (House Option Pool) at MUHA, it has been rumored that the employees in the HOP are going to receive increased monetary compensation offsetting the unit-based temp raise. If this rumor is false, could you explain to me the point/benefit associated with being in the HOP. A follow-up to this rumor is that this was purposely done to entice employees into permanent positions, thus eliminating the HOP completely. Is this valid or just another part of MUSC’s pursuit of excellence? Truth: We value the expertise, knowledge and support the HOP staff brings our organization, and MUHA has no intention of eliminating the HOP. While MUHA continually evaluates hourly wages of its employees, at this time, there are no plans to increase the hourly rate of the HOP staff. Regarding the benefit of being HOP staff, many HOP staff highlight the flexibility of scheduling as well as the opportunity to gain expertise with multiple patient populations as the great benefits of being a part of HOP. CaviWipes Rumor: I heard from this hospital as well as at another that the CaviWipes (disinfectant) are not to be used on the skin because it causes cancer. Truth: The Cavicide wipes are a disinfectant, not an antiseptic. They are to be used on objects, not people. We know of no concerns related to Cavicide wipes and cancer. For their protection, staff should be wearing gloves when cleaning/disinfecting items. This will help protect them from micro-organisms and limit their direct contact with Cavicide. Pothole next to walkway Rumor: Is it true that there will not be any repairs made to the large hole next to the sidewalk behind the library? I watched a wheelchair almost fall in it this morning. Luckily the person pushing the chair saw the hole at last minute and veered back on the walkway. I asked (maintenance) a year ago why it couldn’t be filled in and they said the area was going to be remodeled and changed. So what’s the story? Truth: Thank you for sharing your concern. The sewer line in this area was repaired about two years ago, and we have found it necessary to address settling soil along the sidewalk edge every few months. We will investigate other, more effective ways to address this situation. Thank you for bringing this to our attention. Reproduced from http://www.musc.edu/rumor/.     Friday, Oct. 6, 2006 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 catalyst@musc.edu. To place an ad in The Catalyst hardcopy, call Island Publications at 849-1778, ext. 201.