Return to Main Menu
MUSC Rumor Mill separates fact from
401K and 403B
It has been rumored that some employees are now eligible to receive an
employer match to their 401K or 403B. Is this true and, if so, under
what circumstances are we eligible to receive that employer matching
Answer: While employees
always have the ability to defer additional dollars (e.g., bonus
checks) into the 401K and 403B themselves, there is no employer match
per se. Each time employees' contribute 6.5 percent of their pay to
either the state pension plan or the optional retirement plan, the
medical center is required to send the retirement system 12.63 percent
of each employees’ pay—this match is more generous than just about
every other employer in the area and there are therefore no additional
dollars available to apply to the supplemental retirement programs.
I hear that the nursing staff is so short that they have allowed
registered nurses to wear what they want, especially on the weekends. I
have seen firsthand that nurse managers see this attire and say
Answer: No exceptions
have been made to the Personal Appearance Policy. It is the managers’
responsibility to ensure staff follow all policies and procedures of
the medical center.
I heard that nurses in another unit received a sizeable bonus ($2,000)
for doing their job. If this is true, why do all units not receive
Answer: The medical
center’s Human Resources policy No. 15, compensation, outlines a
provision for bonus and incentive pay. Human Resources assists
departments in the development and implementation of all bonus and
incentive plans. For additional information refer to Human Resource
policy No. 15 or contact Lynn Campbell, Employment and Compensation
I heard that for the holiday pay, registered nurses get $5 more and
technicians only get $2 more. Is this true? Technicians have to work
the same hours on the same holidays.
Answer: The medical center periodically conducts market surveys and
establishes holiday differentials based on data received for various
job categories. These rates may vary by job category.
What is the deal with the holiday pay schedules? It seems that someone
has not thought through when the actual holidays are. For example: I
worked 7 p.m. to 7 a.m. on Wednesday night, Thanksgiving eve, and was
at the hospital for almost eight hours on Thanksgiving day (left work
at 7:45 a.m.). I then went home and slept for six hours of the holiday.
I received no holiday pay. Now, for Christmas and New Years, the same
thing is happening. The hardest times to get people to work are not
being considered holidays for pay purposes.
Answer: The medical
center Human Resources policy No. 15, Compensation, section L. Holiday
differential, specifies that “holiday differential will be authorized
for eligible hourly-paid (nonexempt) employees whose work shifts begin
during the designated holiday.” Contact your manager or Human Resources
for additional assistance.
service in ART
What types of food service will be available in Ashley River Tower?
Answer: The ART
cafeteria will feature a traditional hot line offering a wide variety
of entrees, vegetables and starches. There will be a heavy emphasis on
“Wellness & You” selections. There also will be a full service
grill, pizza and deli stations featuring core items and daily specials
available. Pre-packaged, upscale salads, sandwiches and desserts will
be available for customers on the run. A Starbucks retail store will be
located in the front of the building at street level.
I was told that MUSC employees were able to get up to $7,500 a year for
tuition assistance with any health care field they were interested in.
I was told by someone else that this was not entirely true, but that we
get that money only if the courses we are looking to take are in our
current field of employment.
Answer: MUSC does have a
tuition reimbursement policy for its employees. As with any policy of
this type, there are limitations and exclusions. Refer to Human
Resource policy No. 17 for details that may apply to your particular
case. For information, visit http://mcintranet.musc.edu/hr/documents/policy17-tuitionassistance.pdf.
It has been said that it is frowned upon by MUSC/MUHA administration to
tell patrons “Merry Christmas or “Happy Hanukkah.” This is not
politically correct? Instead “happy holidays” should be said so as not
to offend people who celebrate nothing during the holidays.
Answer: MUHA has
Standards of Behavior but no specific guidelines (aside from Standards
of Behavior) have been issued concerning this matter and the
administration has not “frowned upon” anything of this nature.
Is it true that MUSC/MUHA is working with CARTA to get the express
buses to stop closer to Courtenay Street for the employees that will be
working in ART?
Answer: There are no
plans at this time to move the CARTA Express stop closer to ART.
Options have been discussed with CARTA, however none yet have proven
viable without compromising the basic purpose of the express service.
I have heard that only MUSC employees are permitted to ride the shuttle
buses from Hagood. However, while riding both CARTA and the
Hagood bus to work, I have seen numerous times that Roper employees are
on the Hagood bus route and get off in front of Family Medicine then
cross the street to Roper. How come there is nothing being done about
this? What does the hospital say about this complaint?
Answer: The MUSC shuttle
buses are restricted to MUSC employees as well as the patients and
visitors who are using our facilities. Steps have been taken to
ensure Roper employees are not using the MUSC shuttle buses to include
additional signage at MUSC bus stops as well as educational efforts
with the MUSC shuttle bus drivers. In addition to MUSC buses, CARTA
buses also are being used to supplement MUSC's shuttle bus system. That
is being done to respond to a growing demand for increased service. It
should be noted that CARTA buses are open to the public. MUSC cannot
restrict rider ship on the CARTA buses, thus, Roper employees parking
near the Hagood parking lot could legally ride a CARTA bus from that
location. However, if you observe Roper employees riding the MUSC
buses, contact John Runyon at 792-2467 or e-mail email@example.com
with the date, time and MUSC bus driver’s name.
Some people have been discussing that holiday pay does not start at
midnight of the eve, but begins at 7 a.m. on the day. Isn’t that
cheating the night shift? Only day shift is entitled to holiday pay?
Answer: The medical
center Human Resources policy No. 15 specifies that “holiday
differential will be authorized for eligible hourly-paid (nonexempt)
employees whose work shifts begin during the designated holiday.”
The City of Charleston noted that MUSC/MUHA employees are abusing
residential restricted parking and meter parking by using handicap
parking permits when the employees are obviously not handicapped (able
to walk more than six blocks to work). MUSC/MUHA stated that this was
not allowed and would take action against the use of handicap parking
permits. Rumor has it that this is not the case, that MUSC/MUHA have no
intention of monitoring this, the statement was just to appease the
city. Is this true?
Answer: Violations of
parking meter time and residential parking restrictions are violations
of Charleston city ordinances and not South Carolina state law.
MUSC Public Safety are state law enforcement officers and do not have
jurisdiction to enforce these ordinances, only the city may do so. MUSC
has made the city aware of the continuing concerns.
Reproduced from http://www.musc.edu/rumor/.
Friday, Jan. 11, 2008
Catalyst Online is published weekly,
as needed and improved from time to time by the MUSC Office of Public
for the faculty, employees and students of the Medical University of
Carolina. Catalyst Online editor, Kim Draughn, can be reached at
or by email, firstname.lastname@example.org. Editorial copy can be submitted to
Online and to The Catalyst in print by fax, 792-6723, or by email to
email@example.com. To place an ad in The Catalyst hardcopy, call Island
Publications at 849-1778, ext. 201.