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MUSC Rumor Mill separates fact from fiction Shift differential Rumor: There has been discussion on my unit  concerning shift differentials. The rumor has it that an employee  went to Human Resources regarding the loss of several days' worth of evening shift differential. He was told that the computers in HR are automatically programmed to dock four hours of shift differential if an employee clocks in after 7 p.m. So, if an employee clocks in at 7:01 p.m, then they automatically lose the next four hours of shift differential. This rumor has caused much concern about whether this is actually happening and if the hospital administrators have the right to take pay away from the employees without question. There may be many explanations for an employee to clock in after 7 p.m. Perhaps they agreed to work extra that night, but could not be here until 8 p.m. Truth: Human Resources policy 15, Compensation, section K outlines the provisions for shift and weekend differential pay as follows: 1. Shift differentials are authorized for eligible hourly-paid (nonexempt) employees who work evening, night and weekend shifts provided the employees work at least four hours into the shift. 2. Shift differential shall only be authorized for productive hours of work, not to include periods of leave. 3. Shifts are designated as follows: Day 7 a.m. to 3 p.m. Evening 3 to 11 p.m. Night 11 p.m. to 7 a.m. For information, contact Lynn Campbell, employment and compensation manager at 792-9097. Double standards Rumor: I heard that the doctors and VIPs are being held to a different standard of behavior than the rest of MUSC employees. Truth: The College of Medicine and University Medical Associates (UMA) have undertaken a MUSC Excellence initiative very similar to MUHA’s initiative. It’s expected that standards will be very similar for the COM and UMA. IV team Rumor: Many years ago there was an IV team in the hospital. I have heard that this may be something of current interest to MUSC and a team may be started again. Truth: The topic of an IV Access Team came up for discussion at the Nurse Alliance meeting and was referred to the Practice Council for review. Cafeteria Rumor: Will the cafeteria be staying open until 2 a.m. ? Truth: A recommendation that will provide expanded hours of operation and food selections is being prepared for the review of Medical Center administration. Standards of behavior Rumor: I heard about a meeting presenting the standards of behavior, with time given at the end for discussion. Several concerns were vocalized towards “I will not use any electronic communication device, (e.g., cell phone, blackberry, pager, PDA, Internet) for personal business while working.” The presenter even verbalized that this remains a grey area. It seems impractical to ask this of MUSC employees. What are the facts? Truth: The Standard of the Month for March is: “I will not use any electronic communication device, (e.g., cell phone, blackberry, pager, PDA, Internet) for personal business while working.” A flyer has been posted on the LDI Web site for managers to review with employees. “While working” implies while performing work duties and providing patient care. The standard does not include emergency phone calls or the use of electronic devices during break times. Money for scrubs Rumor: I heard employees are going to be given $75 to buy scrubs for the new uniform policy. If so, when and how will we receive the money? Truth: In response to the inquiries received regarding dress codes and uniforms, Medical Center administration calls attention to the following site which provides all relevant facts: http://www.musc.edu/medcenter/dresscode/index.htm. The site will be continuously updated. G-Lot replacement Rumor: Is the G-Lot parking garage  going to be replaced with buildings? Truth: According to the campus master plan, patient parking G-Lot  will  be replaced with various university buildings. As patient and visitor parking spaces are lost, this population will be directed to suitable and appropriate locations. Employees do not park in G-Lot and will not be affected. PG1 employee parking Rumor: We keep hearing that something will be done about improper Engineering & Facilities management parking in the PG1 garage. What are the facts? Truth: On the basis of having a permanent handicap or temporary disability, a number of employees are authorized to park in PGI, including several who work for Engineering & Facilities. There are also a number of employees assigned to the garage on the basis of the lottery reassignment process which occurred in 1996 when G-Lot was changed from an employee to a patient parking location. A couple of E&F employees are included in this group. MUSC buses Rumor: I keep hearing rumors that some MUSC bus drivers are not following the posted bus schedules. I have been standing at Harborview Towers at 6:30 a.m. and had a bus leave and the bus that was waiting a few yards behind just drive by without stopping. In the afternoon there will be a bus at the bus stop in front of the hospital and it will sit for only a minute or two at 4 p.m., then close the door in your face and drive off. Other buses sit for five to 10 minutes picking up every person they see as the buses waiting behind them drive off. At times there might be 10 -12 people standing on the bus. This is dangerous. Truth: Drivers are directed not to bypass bus stops unless there is no room on the bus (including standing room). If employees observe unsafe conditions and/or nonadherence to posted schedules, taking into account traffic and weather conditions, call Transportation Operations at 577-5284. Permanent employees Rumor: I heard from several sources that protected classes of employees (female minority staff) cannot be fired, ever, even after demonstrating incompetence, lack of core abilities to do their job, showing up late, leaving early, etc., and even after being written up for all of these behaviors under the policy of progressive discipline. Truth: It is not true that there are protected classes of employees or that there are employees who cannot be fired for cause. The MUSC enterprise has adopted disciplinary action guidelines that address the majority of problems that may occur on campus. A number of these items are very progressive in nature. That means that the individual must be counseled regarding the inappropriate behavior or unsatisfactory performance, then given an opportunity to correct that behavior or performance. If the employee does not correct the behavior over time, then he or she can be discharged as a result. Some of the problems that may occur on campus are grounds for more immediate discharge. For example, if there is proof that an employee has stolen MUSC property, he or she can be discharged for the first offense of this nature. In any situation involving MUSC employees, just cause provisions must be followed. For disciplinary and performance concerns that involve classified staff, the Department of Human Resources Management, Employee Relations provides consultative services to managers and staff. If there is a specific situation needing review or if there are additional questions, contact Susan Carullo, director, University Human Resources Management, at 792-2122.     Friday, April 6, 2007 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.