New Hire Orientation
Our Specialty is YOU!
2-2865 St. Luke’s Des Peres Hospital Orientation Agenda
Welcome Chris Candio, President and CEO
History of St. Luke’s Video
Overview of the day, Intro to Lawson ESS Beth Hillestad, Leadership Coach and HR Services
HR Policy Presentation Beth Hillestad, Leadership Coach
FACES/Mission Beth Hillestad, Leadership Coach
St. Luke’s Team Member Welcome Video
Adjourn
St. Luke’s Des Peres Hospital Orientation Checklist
General Information: ______employee initials Information regarding pay – How and When (?) Navigating Lawson Employee Self-Serve Program Benefits – key points I.D. Badges – Where worn? How to replace if lost or if it stops working Career Opportunities at St. Luke’s Introduction to the St. Luke’s Intranet
Policies and Procedures: ______employee initials Preventing Harassment Earned Time Off Hours and Days Off Work Tobacco Free Campus Workplace Violence Time and Attendance Corrective Action Grievances Employee Parking Drug Free Workplace Performance Review Leaves of Absence Just Culture
FACES (Friendly, Available, Caring and Safe): ______employee initials Mission and core values Patient Rights, dignity and privacy The power of Diversity My commitment to live the FACES culture of service during my employment with St. Luke’s Hospital.
______Employee Printed name
______Employee signature Date I have been informed of and given the opportunity to ask questions regarding the above information. St. Luke’s Hospital Confidentiality Statement
St. Luke’s Hospital employees shall maintain patient and all other confidential information in compliance with applicable legal and ethical standards. St. Luke’s Hospital employees possess and have access to confidential, sensitive and proprietary information. Every employee has an obligation to protect and safeguard confidential, sensitive and all other St. Luke’s information to prevent its unauthorized disclosure. All St. Luke’s Hospital employees shall conduct themselves in accordance with the principle of maintaining the confidentiality of patient information and in compliance with all applicable laws and regulations. Therefore, St. Luke’s requires all employees to read and agree to the following confidentiality procedures:
• I understand that patient care information, whether in written, verbal, or electronic form, may be accessed only by authorized St. Luke’s employees and other authorized individuals.
• I understand that I am the caretaker of private patient information and must guard it appropriately. • Reasonable safeguards include, but are not limited to, keeping patient information secure, private, and out of public viewing, protecting computerized data by logging off when leaving a work station, and not discussing patient-specific issues in public areas.
• I understand that all data and information, whether on computer, non-computer systems or media, is the property of St. Luke’s Hospital.
• I understand that all St. Luke’s information is to be maintained in strictest confidence and is not to be discussed with any one other than the appropriate personnel, and may not be shared with others outside the workplace, during my employment or post-employment.
• I understand that if I have questions with respect to specific instances of release or discussion of confidential information, I will direct them to my immediate supervisor.
• I agree to comply with all policies (fax, e-mail, etc.) regarding the release and disclosure of protected health information (PHI).
• I understand that violations of confidentiality will result in disciplinary action, up to and including discharge.
St. Luke’s Hospital Information Services End-User Agreement
St. Luke’s Hospital has several safeguards in place for the security of information. Any person maintaining, using, or disseminating information should safeguard the data integrity, confidentiality, and availability of information. St. Luke’s requires all employees to read and agree to the following:
• My assigned computer login and password are my own individual, personal identification for gaining access to St. Luke’s Hospital Network. • I understand the use of electronic authentication is privileged and should not be used by anyone other than those employees specifically designated by St. Luke's Hospital. I understand that my electronic authentication will be automatically applied to each entry that I make based on the user ID/password. My access to systems is limited to only the information that I have been authorized to use in order to perform my assigned work responsibilities. • I am accountable for all and any activity that is performed under my user ID and password and am responsible for keeping my user ID and password confidential. • The information that I access through St. Luke’s Hospital Network is confidential and is to be used only in the performance of my job-related activities. • I am responsible for notifying my immediate supervisor in the event my user ID and password have been lost, or their confidentiality has been breached. • I am responsible for notifying my immediate supervisor should I change my name, department, or classification in order that my user ID can be kept accurate at all times. • I understand that all information stored on the St. Luke’s Hospital Network is the property of St. Luke’s Hospital. • I understand that St. Luke’s Hospital does retain the right to audit all use of my user ID and any unauthorized or inappropriate use of the network could result in loss of network privileges. • The consequences of violating the confidentiality of patient, employee, user login and password, or the unauthorized use of a login and password assigned to another user, or failure to comply with the items identified above, may be subject to disciplinary action up to and including termination and/or cancellation of any contracts. Violation of confidentiality may also create civil and criminal liabilities. • I agree that St. Luke’s Hospital may seek any legal recourse if I breach, or attempt to breach, this agreement. • I have read and understand the above policy.
The consequences of violating the confidentiality of patient, employee, user login and password, or the unauthorized use of a login and password assigned to another user, or failure to comply with the items identified above, may be subject to disciplinary action up to and including termination and/or cancellation of any contracts. Violation of confidentiality may also create civil and criminal liabilities. I agree that St. Luke’s Hospital may seek any legal recourse if I breach, or attempt to breach, this agreement.
My signature acknowledges that I have read and understand the above and agree to abide by this End User Agreement and the Confidentiality Statement. Additionally, my signature on the annual evaluation acknowledges that I have reviewed and understand the above and agree to abide by this agreement.
EMPLOYEE NAME (PLEASE PRINT)
EMPLOYEE SIGNATURE OF AGREEMENT DATE
WITNESS (PLEASE PRINT) DATE
SIGNATURE OF WITNESS TITLE
Exhibit A
Corporate Compliance Program
Compliance Certificate
I, ______, an employee/volunteer of St. Luke's Hospital or one of its affiliates, hereby acknowledge that I have received a copy of the St. Luke's Hospital Code of Conduct and have completed the training session concerning this material. I have had an opportunity to ask questions about the Code of Conduct during the training session and understand that I may seek further clarification or information at any time by contacting my supervisor or St. Luke's Hospital’s Director of Corporate Compliance.
I hereby agree to uphold the principles and standards set forth in the Code of Conduct and to uphold St. Luke's Hospital’s mission.
______Signature Employee ID#
______Name (please print) Date
REQUEST FOR CASHLESS SYSTEM PAYROLL DEDUCTION
Full Name: Employee ID# _____
I hereby authorize the St. Luke’s Payroll Department to deduct from my paycheck charges occurring as a result of retail purchases through the cashless system.
My St. Luke’s identification badge is to be used only by myself and is not transferable. I am responsible for any charges made with my identification badge and hereby authorize those charges to be deducted from my paycheck each pay period. It is my responsibility to keep receipts from purchases for comparison with my pay stub. Questions should be directed to departments where the charges occurred within 30 days. It is my responsibility to ensure that my charges do not exceed the amount that I will be paid within the pay period. I agree to pay any outstanding balance at the time of the occurrence, each pay period. If an outstanding balance remains, it will be carried forward and deducted from future checks. It is my responsibility to ensure the security of my identification badge at all times, and I am aware that I am responsible for all charges made with the badge. If my identification badge is lost or stolen, it will be reported immediately to Human Resources. I understand that future deductions will not occur until the balance is fully paid. Further, my privilege to use the cashless system may be revoked if my outstanding balance is persistently carried forward. I understand there will be no cash refunds. Instead, coupons will be used if a refund is appropriate. I agree that any outstanding balances will be deducted from my final paycheck upon termination and/or payment of any outstanding balances will be made directly to St. Luke’s Hospital.
I have read, understand and agree to all of the above.
Employee Signature Required Date
Please retain a copy of the signed form for your records Instructions to Navigate Lawson Employee Self Service (ESS)
Enter your user name and password in the upper right corner on the St. Luke’s homepage.
Look for the Quick Links on the right side of the screen. Under the HR tab is a Lawson (Employee Self Service) link. Click on this link.
Log in again using the same username and password.
Use the Bookmarks on the left side of the screen, hover your mouse over each option to bring up additional options.
See the example below
To navigate to New Hire Enrollment. Bookmarks>Benefits>Current Benefits> New Hire Enrollment. You may also review the 2018 Benefit Summary Book in this location.
PLEASE NOTE: If enrolling dependents, you must enter dependent information first before enrolling yourself To add dependent information, click the ADD button, fill out all required information and click the UPDATE button. If not enrolling dependents, click the CONTINUE button.
After enrolling dependents, click on the Lawson HOME Tab on the right side of the screen, or the red infor icon and click on the Bookmarks tab, Employee Self Service, Benefits New Hire Enrollment
To access Pay Check information in Employee Self Service
You can print your paycheck by clicking on Printable Pay Stub on the bottom left. This will bring up an additional window with a print option available.
To change home address, Click on Employee Self Service>Life Events>Move
To view information pertaining to Position, Click on Employee Self Service>Employment. You can also review Job Postings, Job Profile, Policy Manual, and Review History
To review your personal information, make a change to your preferred name, Add or change your emergency contact, or add education, please click on Employee Self Service>Personal Information.
Remote Access to Employee Self Service
For access from Home – Navigate to www.stlukes-stl.com. Click on the MENU button on the upper right of the screen, Physician & Employees, Remote Access
Please review the Remote Access Instructions for St. Luke’s Application and follow the instructions.
For benefit questions regarding elections or coverage, please contact Stacy Nichols at 314-205-6385 or JoAnn Mathews at 314-205-6726
If you cannot remember your password or get locked out of the system, have technical issues or issues with remote access, contact the HELP DESK @ x4357, or 314-434-1500 x 4357
If you need help navigating the system, or help with locating information, you may email at bridget.funke@stlukes- stl.com or you may call the Lawson Hotline at 314-205-6740 Monday-Friday, 7:30am-4:00pm or use the comments/questions link to send an email to the Lawson Help Desk.
Slide 1 ______
Human Resources ______
“Our Specialty is YOU!” ______
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Slide 2 ______HR Services:
• ID Badges • Tuition Reimbursement ______• Career Opportunities • Job Postings • St. Luke’s Intranet ______
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Slide 3 ______ID Badges
•Wear at All Times ______•Viewable – Name Showing •Lost Badges •Changes or Revisions ______
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______Slide 4 ______Tuition Reimbursement •Tuition Assistance for College Level Classes ______•Full and Part Time • Part Time = minimum 32 hours a pay period •90-day Waiting Period ______•Calendar Year Basis
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Slide 5 ______Tuition Reimbursement •Apply prior to taking the class ______•Reimbursement received after you pass the class •B for Grad •C for Undergrad ______•Submit grade report to receive Reimbursement ______
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Slide 6 ______Career Opportunities
• Promotion, Career Growth, New Department • 6-Months ______• Good Standing • Complete Online Application • Inform Your Manager • Internal Postings ______• Organization-wide Postings
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______Slide 7 ______St. Luke’s Des Peres Hospital Intranet ______
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Policy Pictionary Possibilities …
Tobacco Free Campus
Workplace Violence
Time and Attendance
Preventing Harassment
Corrective Action
Just Culture
Performance Review
Leaves of Absence
Earned Time Off
Section: III-D Page: 41.00
ADMINISTRATIVE MANUAL
NO HARASSMENT
POLICY
St. Luke’s will maintain a workplace free from any type of unlawful harassment, including sexual, ethnic or racial harassment. Any action that interferes with St. Luke’s ability to provide a safe and harassment free environment for St. Luke’s employees, patients, physicians, volunteers, applicants and guests will not be tolerated. Employees who violate this policy will be subject to corrective action, up to and including separation of employment.
PROCEDURE
1. Harassment as used in this Policy, includes harassment based on race, religion, ancestry, national origin, age, genetic information, disability, pregnancy, military status or sex, or for any other basis protected by law is a violation of St. Luke’s policy. This policy can be used by an employee who feels they are the victim of racial, religious, ancestry, national origin, age, gender, sexual orientation, gender identity or expression, genetic information or disability harassment. This policy does not apply to claims of harassment other than as outlined above.
2. Under this policy, sexual harassment may include:
Unwelcome sexual advances Providing or withholding job advancements based on the request for sexual favors or lack of such favors Unwelcome touching or sexual jokes Requests for sexual favors Verbal and/or physical conduct of a sexually harassing nature Non-verbal conduct, such as a display in the workplace of demeaning, insulting, intimidating, or sexually suggestive objects, pictures, photographs or obscene gestures.
3. Any employee who feels they have been a victim of or a witness to harassment should report the incident to their supervisor. The supervisor/manager is responsible to immediately report all incidents/complaints under this policy to Employee Relations. If the supervisor is the offending party, the victim and witness must report the harassment to the next higher level of supervision or Employee Relations. Individuals should not assume that St. Luke’s is aware of the harassment. It is each employee’s responsibility to report incidents he/she knows about to their supervisor and/or Employee Relations. Administrative Manual Section: III-D No Harassment Page: 41.01
If an individual believes an imminent threat is present and believes their safety or the safety of others is in jeopardy, they can follow the Workplace Violence Policy and contact the Security Department in addition to Human Resources.
4. For patient or visitor reports of harassment, neglect, or abuse, please refer to the Abuse and Neglect Policy (Section 11.)
5. Human Resources is responsible for the investigation of all harassment complaints. A prompt, thorough, impartial and confidential investigation of the complaint will be conducted. Every reasonable effort will be made to begin the investigation within forty-eight (48) hours of receiving the complaint. In situations involving a patient or visitor report of harassing behavior by an employee, the employee may be reassigned to non-patient care duties during the course of the investigation. All reports of sexual harassment or other offensive conduct will be reviewed and addressed by Human Resources in a sensitive and confidential manner, to the extent feasible and practical.
6. When appropriate, any employee who violates this policy will be subject to corrective action up to and including separation of employment.
7. St. Luke’s prohibits any form of retaliation against employees, patients or visitors for reporting a complaint or providing information about harassment. However, if an investigation of a complaint shows that the complaint or information was false and not raised in good faith, any employee who provided such information will be subject to corrective action, up to and including separation of employment. (See Corrective Action Policy.)
8. All complaints under this policy will be taken seriously. All employees are responsible for ensuring compliance with this policy. A copy of this Policy is posted on the Intranet and in the Human Resources section III of the Administrative Manual. On an annual basis, employees are responsible for completing a required online education on harassment, bullying and respect.
January, 1995 Reviewed: December, 1995 Revised: May, 1999 Revised: March, 2002 Revised: May, 2003 Revised: March, 2005 Revised: October, 2007 Revised: March, 2008 Revised: May, 2009 Revised: March 2011 Revised: April, 2014 Revised: November 2015 Revised: March, 2017 Section: III-D Page: 40.00
ADMINISTRATIVE MANUAL
Just Culture/Patient Safety Review Policy
POLICY
St. Luke’s has established certain policies and work rules in order to operate in a safe, orderly and efficient manner. This policy sets guidelines to address any non-compliance with these standards. St. Luke’s employee’s conduct reflects upon St. Luke’s, consequently, employees are expected to observe the highest standards of clinical expertise and observe safe practices at all times. Situations resulting in or potentially resulting in an undesired clinical outcome will be reviewed according to the Just Culture process. This review is designed to encourage transparency in patient care issues and allow a fair environment within which employees can report an error and actual or potentially harmful patient situations in order to educate and correct processes and prevent any reoccurrence of such situations. Additionally, any situation that could have or did result in patient harm will undergo a Just Culture review to determine what actions are appropriate. This review will occur prior to any decision on issuing formal corrective action to a caregiver. The following procedure does not limit the discretion of St. Luke’s in corrective action matters and does not prevent immediate action by St. Luke’s.
PROCEDURE
1. Just Culture Review Process
The following process should be used to document all formal reviews of a situation where the actions of St. Luke’s employees could have or did result in patient harm.
a) Issue reported to Manager- Errors should be reported to managers in the understanding that they will not automatically result in formal corrective action. b) Evaluation of Process Issues - Each situation will be evaluated by a Just Culture Council (“Council”) to determine why the error /undesired outcome occurred. 1. The Council will be made up of a multidisciplinary team including representatives from Quality Improvement, Risk Management, Nursing Services, Human Resources and Administration. 2. A member(s) of the Council will gather information from all involved parties and identify what opportunities exist for procedural clarification or education and training of staff to prevent similar errors from occurring in the future. Caregivers involved in adverse events will receive attention that is just, respectful, compassionate, supportive and timely. Additionally, caregivers involved in the event will be added to assist in the investigation, risk identification and mitigation activities designed to prevent future adverse events. 3. When a process is identified as needing further clarification or education, an Action Plan will be developed and implemented to address the issue. When planning and implementing safety improvements, the process will include the expertise of front-line staff who understand the process and risks to patients. 4. In situations when at risk behavior or human errors occur, a plan will be developed to coach and consol the involved caregiver. If an individual is deemed to require additional training or education, an Action Plan will be developed identifying educational needs and to establish goals for progress. An anecdotal letter will be provided to the individual outlining the issues and expectations. This communication will also inform the individual that repetitive safety errors could result in formal corrective action up to and including separation. This letter will be placed in the employee file. Administrative Manual Section: III-D Just Culture Safety Review Page: 40.01
c) Failure to Follow Safety Guidelines/ Repeated Errors - If the Council reviews an error or Patient Harm situation and determines that an established safety process/procedure was knowingly and or willfully bypassed (reckless behavior), then the normal Corrective Action policy will apply with formal discipline being issued. Additionally, if there are repetitive Errors following implementation of an Action Plan, the normal Corrective Action policy would also be applied.
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Reviewed: October, 2009 Reviewed: March, 2011 Reviewed: April, 2014
Insert: Format for Action Plan and Anecdotal report.
Section: III – D Page: 36.00
ADMINISTRATIVE MANUAL
Corrective Action
POLICY St. Luke’s has established certain policies and work rules in order to operate in an orderly and efficient manner. This policy sets guidelines to address any non-compliance with these standards. St. Luke’s employees’ conduct reflects upon St. Luke’s, consequently, employees are expected to observe the highest standards of professionalism at all times. Employee conduct, on or off duty, which violates policies and rules may result in corrective action, including separation with or without warning. The objective of corrective action is to correct any inappropriate behavior or violation of St. Luke’s Policies, rules or standards as well as to prevent any reoccurrence of such behaviors or violations. The following procedure does not limit the discretion of St. Luke’s in corrective action matters and does not prevent immediate action by St. Luke’s. Situations being considered for corrective action will be reviewed according to the Just Culture process (See Just Culture Policy).
PROCEDURE
1. CORRECTIVE ACTION PROCESS
Any situation that could result in corrective action will undergo a Just Culture review to determine what actions are appropriate. This review will occur prior to any decision on issuing formal corrective action (See Just Culture Policy).
The following should be used to document all formal corrective action on an Employee Conference Report. Corrective action for non-compliance with privacy standards shall be followed as outlined in Section 2. The original conference report must be filed in the employee’s personnel file in Human Resources. Employee Conference Report forms are located on the Intranet under the Forms tab.
a) Level 1 warning – for minor and/or initial incident.
b) Level 2 warning – for a more serious or repeated incident or violation of St. Luke’s policy, procedures, and/or standards. (Recommend notification to Employee Relations)
c) Final warning – when Level 1 and/or Level 2 warning(s) are not successful in correcting behavior or for very serious incidents. (Final warnings require notification to Employee Relations)
**Active Level 2 and/or Final Warning – will hold merit increase until the warning has expired. Vice President approval required to transfer positions when on a Final Warning. See Merit Guidelines. **
d) Suspension – for serious incidents when investigation is necessary or to allow appropriate management personnel time to resolve the situation. (Suspensions require notification to Employee Relations)
e) Separation – for incidents which follow a Final warning or for serious incidents or violations of St. Luke’s policies, procedures, and/or standards. Separations require advance notification to Employee Relations wherever practical. To complete a separation, the manager needs to complete an Employee Separation Form.
The corrective action process is designed to be progressive. This process normally follows the steps of a Level 1, Level 2, Final Warning, and/or Separation. However, based on the seriousness of the incident, St. Luke’s reserves the right to initiate the corrective action at any level of the process, regardless of the fact that an employee has not been placed on the previous level of corrective action.
Administrative Manual Section: III-D Policy Title: Corrective Action Page: 36.01
EXAMPLES
This list is not intended to be all-inclusive. St. Luke’s specifically reserves the right to discipline, suspend and/or separate without warning any employee for conduct, behavior or violation of policy rules and standards it deems inappropriate or detrimental to its interests. In addition, St. Luke’s adherence to the employment-at-will doctrine is not altered in any way by providing these guidelines.
a) Absenteeism, tardiness, leaving early or unauthorized absence. b) Failure to clock in/out when leaving St. Luke’s during scheduled work hours for personal reasons. c) Knowingly clocking in/out for another employee, having one’s time clocked in/out by another, altering or tampering with the time keeping record in a way that may compromise accuracy or to reflect false data for any reason whatsoever. d) Inappropriate use or wasting of time, loitering, leaving place of work during work hours without permission, unexcused absence from the work area or department, accessing an area where an employee has no legitimate work business during scheduled hours (includes excessive personal phone calls). e) Intentional or inadvertent sleeping (i.e. dozing off) in an assigned work area during scheduled work hours. f) Falsifying St. Luke’s Records including but not limited to time records, employment applications, fraudulent workers compensation claims, reports, etc. g) Breach of Confidentiality (See Confidential Information Policy) including confidential information that compromises a patient’s right to privacy. This right extends to employees when receiving health care services. h) Failure to obey or carry out orders, verbal or written. i) Insubordination (Refusal to carry out a verbal or written directive). j) Inability to maintain acceptable standards of work quality. Unsatisfactory work performance. k) Failure to follow department policy or established procedure. l) Carelessness or inefficient work habits. m) Improper conduct/language such as immoral, indecent or disorderly conduct, or using profane, abusive, insulting or threatening language in the workplace which involves fellow employees, visitors or families. n) Patient abuse or neglect involving physical, emotional abuse and/or neglect, or using profane, abusive, insulting or threatening language to a patient (see Abuse and Neglect Policy, ). o) Failure to demonstrate corporate value expectations. Inclusive of inappropriate communications/actions to patients, families and others as well as conduct that may disrupt operations, display a lack of cooperation, or other actions that compromise overall efficiency, effectiveness and productivity of the area. p) Horseplay which may endanger employees, patients, visitors, or families or may result in accidents, physical injury and/or damage to St. Luke’s property. q) Theft. r) Sexual or other harassment (See No Harassment Policy). s) Aggressive, threatening or violent verbal or physical acts (direct or indirect) of any nature including intimidating, coercing, or interfering with fellow employees, patients, families or visitors. Vandalism, arson or sabotage. Stalking, fighting or provoking a fight, or any other act which in management’s opinion is inappropriate for the workplace (See Workplace Violence Policy). t) Reporting to work under the influence of illicit drugs, narcotics or any other substances that may render an employee unfit to work (See Drug Free Workplace Policy). u) Failure to comply with any provisions of a Return to Work Agreement (See Drug Free Workplace Policy). v) Violations of safety procedures. w) Creating or contributing to unsanitary conditions or poor housekeeping. x) Smoking in unauthorized/non-designated areas of St. Luke’s and/or non-designated times. (See Tobacco Free Policy) y) Unauthorized possession of firearms or explosives on St. Luke’s premises (See Firearm & Weapons Policy). z) Gambling on St. Luke’s premises.
Administrative Manual Section: III-D Policy Title: Corrective Action Page: 36.02
2. NON-COMPLIANCE WITH PRIVACY STANDARDS
Any situation involving non-compliance with privacy standards that could result in corrective action will undergo review by the Privacy Officer and Corporate Compliance Officer or their designee in conjunction with the department chief, director and/or manager to determine appropriate actions. This review will occur prior to any decision on issuing formal corrective action.
Corrective action for physicians will be in accordance with Medical Staff Bylaws and Rules & Regulations.
Definitions: ‘Offense’ is defined as each ‘look’ or instance in which a patient’s protected health information (PHI) is accessed in a paper record or via the electronic clinical systems without a valid job-related reason or authorization, or each ‘tell’ or instance in which another person is told of a patient’s PHI obtained through an individual’s position at St. Luke’s where that other person has no authorization or valid job-related reason to receive the patient’s PHI.
Offenses for Non-Compliance with St. Luke’s Privacy Standards
If the employee is already on a step of corrective action for misconduct or other performance related reasons, an offense for non-compliance with privacy standards will advance the corrective action to the next step.
Type 1: Inadvertent Access or Disclosures of PHI in Any Format Type1 Discipline
1st Offense: Level 1 up to and including Termination 2nd Offense: Final Warning or Termination 3rd Offense: Termination
Examples: Failure to sign off or lock a computer with access to PHI when leaving it. Failure to follow guidelines for use of fax, mail, email, computer or other transmission of patient information causing a disclosure to an unintended recipient Failure to encrypt emails with PHI to recipients outside St. Luke’s Failure to encrypt any hospital owned laptop or portable electronic device that is not in a secured St. Luke’s location
Type 2: Intentional Access and Willful Disregard - “Looked and/or Discussed Without Valid Reason or Permission” Type 2 Discipline
1st Offense: Final Warning or Termination 2nd Offense: Termination
Examples: Sharing a password with a co-worker Accessing a patient’s confidential medical, billing or demographic information for which there is no job- related responsibility or written authorization, INCLUDING PATIENTS WHO ARE FRIENDS, CO- WORKERS AND FAMILY Discussing confidential medical, billing or demographic patient information gleaned from normal course of work with others for which there is no job-related responsibility or written authorization to share the information, INCLUDING PATIENTS WHO ARE FRIENDS, CO-WORKERS AND FAMILY
Administrative Manual Section: III-D Policy Title: Corrective Action Page: 36.03
Type 3: Purposeful Intent Type 3 Discipline
1st Offense: Termination
Examples: Using another’s password without their knowledge or permission to access PHI for which you have no job- related responsibility or written authorization Accessing and/or releasing data with PHI for personal gain Accessing and/or releasing data with PHI with intent to harm the reputation of an individual or St. Luke’s Unauthorized or impermissible disclosure or access of HIV results/status, records of sexual assault, drug, alcohol, psychiatric or any condition with special protection from the state or federal government.
3. ISSUING CORRECTIVE ACTION
For serious privacy related infractions, an employee may be suspended pending an investigation or to allow appropriate managerial personnel time to resolve the situation. Suspension will be with pay if the employee is found not to be at fault and is reinstated. If the investigation results in separation of employment, the suspension is without pay and the separation date is the date the final decision to separate is made.
All aspects of an employee’s performance are considered in determining progressive corrective action. For instance, absenteeism, defective and improper work, or violating a St. Luke’s policy will be considered for the purposes of corrective action.
a) The Employee Conference Report must be completed by the department supervisor or manager, must clearly indicate an explanation of the incident, and show a time frame to show improvement. Additional documentation may be attached if the remarks section does not provide sufficient space.
b) The time frame the warning will be in effect must be marked clearly on the Employee Conference Report. Final Warnings issued for non-compliance with privacy standards are indefinite and do not expire.
Note: Attendance related corrective actions are in effect until the employee is considered to be meeting current attendance policy standards. If a corrective action was issued previously and in effect for other reasons, the previous correction will remain active until the expiration date is reached.
c) The supervisor or manager should confidentially discuss the matter with the employee.
d) All Employee Conference Reports should be signed by the department director, supervisor or manager. The employee will be asked to sign the Employee Conference Report form to acknowledge receipt and understanding. The employee may add or attach any comments. If the employee refuses to sign the form, it should be indicated by placing a check in the designated box on the form. Employee signature indicates neither agreement nor disagreement, but does indicate a corrective action has been discussed.
e) Supervisors are encouraged to provide information regarding the Employee Assistance Program as a resource in an effort to assist employees with any difficulties they may be having. Formal corrective action may result in a supervisor referral, in which case the supervisor or manager would be informed by the EAP whether or not the meeting took place. If either is the case, select the appropriate option in the section of the Conference Report regarding EAP. (See Supervisory Referral Form, Employee Assistance Policy.)
Administrative Manual Section: III-D Policy Title: Corrective Action Page: 36.04
f) It is necessary that the supervisor or manager inform Employee Relations regarding cases involving a Final Warning, Suspension or Separation. All counseling should be performed in a confidential manner. Therefore, if another individual’s presence is needed (i.e. Employee Relations, Security, Manager, etc.), they should be selected on a need-to-know basis as appropriate and should NOT be a peer or co-worker. This individual should provide their signature on the second signature line. While a witness is not required to carry out corrective action, at times the situation may warrant a witness. The second signature on the form can be from another Manager or Human Resources.
St. Luke’s is an equal opportunity employer. All corrective action shall be initiated without regard to race, color, religion, national origin, ancestry, age, sex, sexual orientation, disability or veteran status.
4. DISTRIBUTION – EMPLOYEE CONFERENCE REPORT
After reviewing the corrective action with the employee, the report shall be distributed as follows: a) The original Employee Conference Report shall be forwarded to Employee Relations to be made part of the employee’s personnel file. b) A copy shall be maintained by the department c) A copy shall be given to the employee
Reviewed: 12/92, 4/02 Revised: 5/99, 3/05, 10/07, 3/08, 12/08, 3/11, 8/12, 11/12, 1/13, 3/2017
Section: III-D Page: 42.00
ADMINISTRATIVE MANUAL
WORKPLACE VIOLENCE
POLICY
St. Luke’s is committed to providing a safe and non-violent environment for its employees, patients, guests, and visitors. Aggressive, threatening or violent acts of any nature will not be tolerated. These include, but are not limited to the following:
Verbal or physical threats, intimidation or coercion Fighting or provoking a fight Stalking Vandalism Use or carrying of weapons on the property Sabotage Arson Any other act, which in management’s opinion, is inappropriate to the workplace
Appropriate action will be taken against anyone who is found to be in violation of this policy. Patients and visitors will be subject to removal from the premises and/or prosecution. Employees will be subject to corrective action, up to and including termination and/or prosecution.
PROCEDURE
Employees who feel they have been subjected to any of the behaviors listed above, or other behaviors of an aggressive, threatening or violent nature, will report the incident immediately to their supervisor, the Security Department, or a Human Resources representative. Supervisors are required to report all incidents to the Human Resources Department. If employees feel their safety or the safety of someone else is in jeopardy, they should follow the process for an Imminent Threat (see below). Additionally, a report of any acts or threats of violence will be completed by the Security Department.
I. Response to Imminent Threat:
A. When the nature of a threat involves imminent and/or serious physical harm, employees should immediately contact the Switchboard by dialing “0” and requesting an overhead page for “Dr. Strong”. Be sure to provide the location of the incident. The operator will then page “Dr. Strong, please report to ______”. This announcement will be repeated four times.
Administrative Manual Section: III-D Workplace Violence Page: 42.01
1. A Security Officer, the Assistant Director of Nursing (ADON) and the supervisor/manager of the area will respond to the “Dr. Strong.” 2. Those responding will be briefed on arrival. Employees will take direction from the Security Officer, ADON, manager of the area and/or law enforcement personnel. 3. If possible, access to the area should be restricted. Employees, patients or visitors should be moved away from the area. 4. If the incident involves an employee, the Security Department will notify Human Resources. If needed, Human Resources will notify an Employee Assistance Program (EAP) counselor (see Employee Assistance Program Policy).
B. If a weapon (i.e. firearm or knife) is involved, or the employee feels a law enforcement presence is required, staff may call 911 first, then contact the Security Department at ext. 4312 or request the switchboard to make notification to the Security Department. A “Dr. Strong” will not be paged overhead if the incident involves a weapon. 1. A Security Officer(s) and law enforcement will respond to the incident. 2. Those responding will be briefed on arrival. Employees will take direction from the Security Officer and/or law enforcement personnel. 3. If possible, access to the area should be restricted. Employees, patients and visitors will be moved away from the area. 4. The administrator on call and the ADON will be notified by Security in a timely manner. The ADON will determine if a Phase 1 activation of the Incident Command is needed. 5. If the incident involves an employee, the Security Department will notify Human Resources. If needed, Human Resources will notify an EAP counselor.
II. Post Incident
A. If an incident requires a Security Officer and law enforcement involvement, the area will not be cleaned. Nothing will be removed from the area until approval from the Security Department or the police have been granted.
B. The supervisor or manager of the area will evaluate the needs of patients, visitors and staff that were involved or witnessed the incident.
C. Debriefing/Counseling for employees who experienced/witnessed workplace violence will be offered. For educational purposes, it is recommended that the supervisor or manager of the area review/analyze the “Dr. Strong” with staff members.
Administrative Manual Section: III-D Workplace Violence Page: 42.02
D. Incidents of workplace violence will be reviewed by the Security Department. Major incidents will be evaluated within 24 hours of their occurrence.
E. Incidents of workplace violence will be reported at the Environment of Care Committee and reviewed by type of incident and outcome.
1. Employee to employee violence 2. Patient to employee violence 3. Stranger to employee violence 4. Significant other to employee violence
III. Assessment of Potential Workplace Violence
A. Managers and Supervisors will be aware of potential signs of violent behavior in order to minimize the risk of violent or threatening incidents.
B. Defining Threatening Behavior
1. Threats are defined as any expressed intention, verbal or physical, directly or indirectly, to harm an individual, endanger a group of employees, patients or visitors on the premises, or destroy property. 2. A direct threat is defined as any behavior which a reasonable person would interpret as a potential physical assault or use of a weapon or actions or statements that have the immediate potential to place persons or property in imminent danger.
IV. Training
A. Managers, Supervisors, and employees who work in areas identified as having a higher than average risk for workplace violence are required to attend an initial Crisis Prevention Training (CPI) session, and a refresher course thereafter on a periodic basis.
B. All new employees will receive education pertaining to the Workplace Violence Policy during their initial hospital Orientation.
Written: 10/98 Revised: June 2017 Reviewed: April, 2002 Revised: March, 2005 Revised: April, 2007 Reviewed: March, 2008 Reviewed: February, 2011 Reviewed: April, 2014 Reviewed: March, 2017
Section: I
Page: 40.00
ADMINISTRATIVE MANUAL
TOBACCO FREE
St. Luke’s is dedicated to the philosophy of prevention of disease and the promotion of good health.
Smoking-related illness and death is the number one health problem in the United States today. Cigarette smoking has been identified as the single largest known preventable cause of cancer and has been linked to emphysema, heart disease and birth defects. Research has also shown that non-smokers, exposed to second-hand smoke, are at an increased risk for developing smoking-related diseases.
St. Luke’s Hospital feels a responsibility as a health care provider to be a leader in the community and to serve as a role model for others in the promotion of healthy lifestyle behaviors. In keeping with our mission and philosophy to promote the health and well-being of our patients, employees and visitors, and in compliance with Missouri State Regulations, the following Tobacco-Free Policy is in effect.
SCOPE
This policy applies to all employees, including all staff at off-site locations, patients, medical staff, students, contracted personnel, auxilians, volunteers, visitors, vendors and tenants of SLH and the general public. Tobacco products include but are not limited to pipes, smokeless tobacco, electronic cigarettes, cigarettes, cigars, snuff, and herbal tobacco products.
Every employee, visitor, patient and physician is responsible for adhering to this policy. All employees are authorized to communicate this policy with courtesy and diplomacy, especially with regard to visitors and patients.
PROCEDURE
1. Tobacco use is prohibited on the St. Luke’s campuses and all of its facilities including all of the following areas owned and/or operated by the hospital: The hospital and medical office buildings, parking facilities, adjacent offices including administrative and physician offices and offices affiliated with the hospital but not physically adjacent to the hospital (where approved).
2. All staff have the responsibility of adhering to the Tobacco Free Policy. Additional responsibilities include:
Administrative Manual Section: I Policy Title: Tobacco Free Policy Page: 40.01
HR Responsibilities: • HR will communicate to all applicants that St. Luke’s is a tobacco-free facility • The Tobacco-Free Policy will be reviewed in Orientation • Work through the Passport To Wellness committee to offer education and support measures to staff who use tobacco
Manager Responsibilities: • Support employees who use tobacco by encouraging them to attend classes and use other support measures • Educate all staff on the Tobacco-Free policy • Enforce the Tobacco Free policy for area of responsibility. Violation of this policy will be treated like violation of other policies, and may result in corrective action up to and including separation of employment if initial reminders and support measures are unsuccessful
Employee Responsibilities • Employees are all authorized and encouraged to communicate this policy with courtesy and diplomacy to coworkers, patients, and visitors • Employees smoking or using tobacco products on a St. Luke’s owned or leased facility will be in violation of the Tobacco Free Policy, and may be subject to corrective action if initial reminders or support measures are not successful
Security Responsibilities • Security staff are assigned to approach employees, patients and visitors and remind them of our Tobacco-Free status • Employees who are approached by Security for tobacco use on a St. Luke’s facility will be reported to their Department Manager for follow-up
3. The selling of tobacco products in the Hospital Gift Shop or on any St. Luke’s facilities is prohibited.
4. Tobacco product use will not be allowed in SLH owned vehicles.
ENFORCEMENT
Employees who violate this “Tobacco-Free Policy” will be subject to the same disciplinary actions (progressive discipline) that accompany infractions of other hospital policies. All managers are responsible for consistent application of this policy and the disciplinary process in their areas.
Administrative Manual Section: I Polity Title: Tobacco Free Policy Page: 40.02
COMMUNICATION
Communication of this policy will be done through new employee orientation, word of mouth, signs, and other written communications as appropriate.
SUPPORT
A variety of tobacco-cessation classes are available through the Community Outreach Department. Additional educational resource material is also accessible in the Health and Cancer Education Center.
Contact Person: Janette Taaffe, Human Resources Revised: January 2006 Reviewed: May 2011 Revised: January 2013 Revised: March 2017 Section: III-D Page: 35.00
ADMINISTRATIVE MANUAL
ATTENDANCE CONTROL
POLICY
Regular attendance and punctuality are required for St. Luke’s to provide quality patient care. Employees unable to meet St. Luke’s attendance control standards will be counseled and given the opportunity to correct their record. If attendance continues to be a problem, appropriate corrective action will be taken.
PROCEDURE
1. DEFINITIONS:
a. ATTENDANCE is defined as “at work on time for each scheduled shift” as outlined in each area’s Department Specific Guidelines.
b. LATE is defined as reporting for work after the scheduled start of the shift as defined above in Attendance.
c. LEAVING EARLY for the purposes of this policy is defined as leaving before the end of a scheduled shift, without prior approval.
d. ABSENCES are defined as any scheduled shift missed by an employee for any reason, except for approved purposes. This includes all types of scheduled time, including seminars and education time.
e. APPROVED ABSENCE is defined as time off scheduled at least 24-hours in advance and approved by the employee’s supervisor/manager.
f. EXCESSIVE ABSENCE is defined as Occurrences in any rolling 12-month period that exceed levels identified in the grid on page 30.01.
g. OCCURRENCE: An Occurrence of Absence occurs in the following situations: a. Absence for illness or other reasons for one (1) one or more consecutive scheduled shifts equal one (1) Occurrence. b. Incidents of improper call-ins as defined in Department Specific Guidelines will count as one (1/3) Occurrence. c. Incidents of arriving late, leaving early or failure to clock in or out will count as one (1/3) Occurrence.
Administrative Manual Section: III-D Attendance Control Page: 35.01
d. Failure to provide a physician’s note as required will count as one (1) Occurrence.
CORRECTIVE ACTION
Occurrences of Absence will be treated in the following fashion:
1. Employees’ records will be monitored as a rolling twelve-month period of time. During this time frame, if an employee generates Occurrences of Absence, as noted below, the employee is placed on a step of corrective action.
2. If the employee is not currently on any type of corrective action, this process would begin with a Level 1 warning. If the employee is already on a step of corrective action for misconduct or other performance related reasons, then an Occurrence of Absence, as noted below, will advance the corrective action to the next step.
3. On the following grid, levels of occurrences are mapped to the corrective action step needed. In general, employees will be evaluated against a 12-month rolling time frame and if Occurrence numbers increase, staff will move through a Level 1 Warning, a Level 2 Warning, a Final Warning and Separation. This process is accelerated if misconduct or other Corrective Actions have been issued in this timeframe.
9-10 days per pay 8 days per pay 6-7 days per 5 or less days per period period pay period pay period
Document and discuss with 1st through 5th 1st through 4th 1st through 3rd 1st through 2nd employee Occurrence Occurrence Occurrence Occurrence
Place and/or 6th Occurrence 5th Occurrence 4th Occurrence 3rd Occurrence advance one step of Corrective Action Advance one Step 9th Occurrence 7th Occurrence 6th Occurrence 5th Occurrence Corrective Action
Advance one Step 11th Occurrence 9th Occurrence 8th Occurrence 7th Occurrence Corrective Action
Separation 12thOccurrence 10th Occurrence 9th Occurrence 8th Occurrence Administrative Manual Section: III-D Attendance Control Page: 35.02
GENERAL INFORMATION:
a) All employees shall hold absences, arriving late, leaving early, and failing to clock in or out to an absolute minimum.
b) One or more consecutive scheduled shifts missed due to the same illness or medical reasons will be treated as one (1) Occurrence.
c) Written documentation from a physician will be required for three (3) or more consecutive scheduled shifts missed due to illness.
* Verification of the illness and the physician’s approval to return to work should be presented to the employee’s supervisor before the employee returns to work. This documentation is required to clear the employee to return to work, but does not prevent the absence from being counted towards the total number of Occurrences.
d) Three (3) consecutive scheduled shifts of unreported absence will result in an employee being separated under the assumption that he/she has voluntarily resigned.
e) One (1) unreported absence will result in corrective action.
f) Three (3) Occurrences of Absence during the initial 90-day orientation period are unacceptable and may be grounds for corrective action up to and including separation of employment.
MANAGEMENT RESPONSIBILITIES
1. It is the responsibility of the Manager to monitor and document attendance at least on a monthly basis. This review may be done more frequently. The Manager should maintain a record for the reason for the absence, tardy, late, or when leaving early. The manager should also maintain a record if the absence was reported properly according to the Department Call in Procedure and/or Reporting an Absence.
2. The employee is to be notified of an Occurrence of Absence or a Corrective Action in a timely fashion. The Manager will review the facts and circumstances involved and make an appropriate determination regarding the classification of the Occurrence.
Administrative Manual Section: III-D Attendance Control Page: 35.03
3. After appropriate review and actions required under the Just Culture Policy, managers may address Abusive Absence issues through the Corrective Action process. Abusive Absence is defined as absence days, which frequently occur immediately before or after scheduled days off, or around holidays and weekends.
4. Managers are required to review time for both non-exempt staff and exempt staff. Note: Exempt employees are expected to work whatever hours are necessary to accomplish the goals and deliverables of the position. As a result, exempt employees have more flexibility in their schedules to come and go as necessary to accomplish work than non-exempt employees.
5. Managers are required to evaluate the nature and reason for an absence and provide appropriate FMLA/LOA paperwork when indicated. Absences determined to be approved under our FMLA policy do not count toward an Occurrence. (See Leaves of Absence Policy).
6. The Attendance Control policy is intended to address absences, lates and leaving early issues. When employees have performance or misconduct issues, in addition to attendance issues, this will result in accelerated counseling and/or progressive corrective action or discharge.
CONTROL
1. Department Directors or their designees are responsible for keeping attendance records and applying the Attendance Control Policy for all employees under their supervision.
July, 1981 Revised: January, 1999 Revised: April, 2002 Revised: March, 2005 Revised: October, 2007 Revised: March, 2008 Revised: October 2010 Reviewed: April, 2014 Revised: October, 2016 Revised: March 2017
Section: III-C Page: 25.00
ADMINISTRATIVE MANUAL
EARNED TIME OFF
PURPOSE: The Earned Time Off Program (ETO) provides employees whose position is budgeted for eight or more hour(s) per pay period with paid time off from work. The program has two parts: 1) earned time off that is paid time off for illness, vacations, holidays, personal business; and 2) an extended sick bank (ESB) provides protection for employees with illnesses that result in prolonged absence. Access to ESB is based on an employee’s status and consecutive hours of absence. A contracted employee paid time off is governed by the terms of their contract and supersedes this policy.
I. EARNED TIME OFF (ETO)
1. Employees accrue ETO each pay period. The rate at which they accrue ETO is based on their length of service and how many hours they work per pay period.
a. Employees accrue ETO as follows:
Length of Hours of ETO Continuous Service Accrued Per Bi-Weekly Pay Period Max Accrual Prorated (80 hours/ppd) Accrual 0 to 4 Years 7.38 .09225 x hours worked 5 to 9 Years 8.92 .11150 x hours worked 10 Years and Above 10.46 .13075 x hours worked
b. Employees, excluding special assignment (per diem, PRN, etc.), who are in positions that are budgeted for and work at least 8 hours per pay period, accrue ETO time based on the actual hours worked and benefit hours paid (up to a maximum of 80 hours per pay period) and their length of service.
For example, an eligible part time employee who works 40 hours in a pay period will accrue 3.69 ETO hours (40 x .09225); one who works 20 hours in a pay period will accrue 1.85 ETO hours (20 x .09225), assuming 0-4 years of continuous service. Administrative Manual Section: III-C Earned Time Off Page: 25.01
2. Employees begin accruing ETO their first pay period worked. Employees may use their accrued time during the pay period in which they successfully complete their ninety-day (90) introductory period. An exception is made when standard holidays occur during the introductory period. In this case, if the employee has accrued ETO hours she/he may take them for the holiday.
3. The employee’s supervisor must approve all ETO requests. Employees must request ETO as far in advance as possible. Employees may request ETO time up to, but not to exceed, the number of hours they are scheduled to work. In some cases, if an ETO day is scheduled early in the week and the employee picks up an extra shift later in the week due to staffing, the ETO may result in more hours than they are scheduled to work.
4. When two or more employees, in the same job classification, ask to use ETO at the same time and the supervisor is unable to grant both requests, the supervisor will give consideration to length of service within the job classification within the department. In addition to length of service, consideration will be given to previously granted ETO time off.
5. ETO, if available, must be paid for any time off, as well as for the first 40 hours missed due to the full-time employee’s own illness. This amount will vary for part- time employees. (See schedule, Section II, #2, page 4). There are 2 exceptions to this requirement:
when employees are requested to take a scheduled day off due to low census or workload when an employee is honoring a subpoena to testify at, attend, or participate in a criminal proceeding.
For such instances noted above, the employee will then have the choice of taking the time off without pay or utilizing their ETO hours. With the exception of Worker’s Compensation and “low census or workload” situations, employees may not request unpaid time off in lieu of using ETO time that is available.
Exempt employees may also elect to take time off without pay. They must do so in 8- hour increments. They should fill out the Election of No Pay document (attached), get approval from their manager, and turn it in to their Kronos editor.
Employees must use ETO for illnesses and other unexpected or unscheduled absences. (Unscheduled absences are generally defined as any time missed without advanced approval and when at least 24 hours notice has not been provided to the supervisor. Absent time will be applied in accordance with the attendance policy in addition to the departmental attendance procedure.) For the employee’s own illness, after missing 40 consecutive hours, an employee may use available Administrative Manual Section: III-C Earned Time Off Page: 25.02
hours in his/her Extended Sick Bank (ESB) during the course of the illness. When on an approved consecutive or intermittent FMLA, employees need only use 40 hours of ETO per covered illness per each rolling 12-month leave year prior to accessing their ESB. Employees may use varying amounts of time based on their position’s budgeted status (See section II, #2, page 4) prior to accessing their ESB.
6. Full-time employees are strongly encouraged to schedule and use at least 80 hours of ETO each year.
7. Non-exempt employees are able to request and take ETO in any time increments approved by their manager.
8. Exempt employees are eligible to take ETO in half-day blocks as approved by their manager. Time may not be taken in less than half day blocks unless the exempt employee is covered by an approved reduced hour FMLA.
9. Employees have the option to sell back some ETO hours one time each year.
Full-time (1.0 FTE) employees must use 80 hours of ETO the prior twelve-month period to be eligible to sell back. Sell back will be elected in October and paid in February of the following calendar year.
The maximum sellback amount that can be elected is 80 hours. Once an election has been made to sellback, it cannot be altered or cancelled for any reason.
Employees working less than 1.0 FTE are required to use a pro-rated amount of ETO in the prior twelve-month period and retain a pro-rated amount outlined below in their bank to be eligible to sell back. These amounts are based on the budgeted hours for their position where hours budgeted and worked are at least as noted in the following chart:
Current Budgeted FTE Taken Retained .1 through .4 32 hours 16 hours .5 through .6 48 hours 24 hours .7 through .9 64 hours 32 hours 1.0 80 hours 40 hours
10. ETO hours are not considered “hours worked” for the purpose of calculating overtime within the pay period. In an “emergency” situation, a supervisor, with Administrative approval, may approve hours previously taken in a pay period as ETO to be considered “hours worked.”
Example: An employee requests 8 hours of ETO time and works 34 hours without approval for overtime. The employee would be paid 42 hours at straight time. If the Administrative Manual Section: III-C Earned Time Off Page: 25.03
employee had approval for overtime, then the employee would be paid at 40 hours of straight time and 2 hours at time and one half.
11. Employees may carry unused ETO into the next year. The maximum amount an employee may carry is defined below. Please note that accrual rate changes begin at the employee’s anniversary date of the fifth and tenth year, and each pay period thereafter the amount of ETO will accrue at the higher rates.
Length of Hours of ETO Maximum Number of ETO Continuous Service Accrued Per Bi-Weekly Hours in Bank Pay Period Max Prorated Accrual (80 Accrual hours/ppd) 0 to 4 Years 7.38 .09225 x hrs 384.0 worked 5 to 9 Years 8.92 .11150 x hrs 464.0 worked 10 Years and Above 10.46 .13075 x hrs 544.0 worked
Length of Max Days of ETO Earned Maximum Number of ETO Continuous Service Per Year Days in Bank (26 Pay Periods) 0 to 4 Years 24 48 5 to 9 Years 29 58 10 Years and Above 34 68
12. Management employees accrue at the next accrual rate above their years of service, not to exceed the “10 Years and Above” maximum accrual. Example: A manager with 0-4 years of service will accrue at the 5-9 “years of service” rate.
II. EXTENDED SICK BANK (ESB)
1. The extended sick bank (ESB) provides protection for illnesses that cause full-time employees to be absent more than 40 consecutive scheduled hours of work.
a. In such cases, employees will use ETO, if available, for the first 40 missed hours. If the full-time employee does not have enough ETO available, any missed time in those first 40 hours will be unpaid. If available, ESB will be paid beginning with the 41st scheduled hour of absence.
Administrative Manual Section: III-C Earned Time Off Page: 25.04
b. Employees can be asked to provide a physician’s statement verifying their illness, including the length of the proposed absence, before the payment of ESB will be authorized by the supervisor.
2. Part-time employees accrue ESB time based on the hours worked per pay-period. As hours worked vary; these accruals will also vary throughout the year. As a result, when a part-time employee is ill, the method by which they access ESB is based on the hours budgeted for the position, not the amount of hours actually worked in a particular pay-period.
Budgeted FTE 0.1 through 0.4 0.5 through 0.6 0.7 through 0.9 1.0 ETO to be Used to Access ESB
16 Hours 24 Hours 32 Hours 40 Hours
As with full-time employees, if insufficient ETO hours are available to meet the minimum needed to access ESB accruals, time off will be unpaid until the equivalent of required ETO hours are met, then ESB time may be used.
3. All employees will begin accruing ESB hours their first pay period worked and can use their accrued ESB after successfully completing the 90-day introductory period.
4. ESB use will be handled in accordance with the appropriate FMLA and LOA policies.
5. Employees accrue ESB each pay period. The rate is 2.15 hours for full-time (1.0 FTE) employees. Employee accrual rates are based on the number of hours worked and benefit hours paid up to a maximum of 80 hours per pay period.
Hours of ESB Maximum Number of Accrued Per Bi-weekly ESB Hours in Bank Pay Period Max Accrual Prorated Accrual Annual Max Bank Max (80 hrs/ppd) 2.15 .02688 x hours 56 480 worked
6. The maximum number of hours an employee may accrue in their ESB bank is 56 hours per year and 480 hours total. Once the employee reaches the 480 maximum, the pay period accrual stops until the amount falls below the maximum. Administrative Manual Section: III-C Earned Time Off Page: 25.05
7. ESB hours paid will not count toward the calculation or payment of overtime.
III. PAY OUT AT TERMINATION
1. Employees who terminate employment with St. Luke’s and have completed one year of service or more are paid for any unused ETO. However, because ESB hours are intended to cover long-term illnesses only, employees are not paid for those hours when they leave employment.
IV. STANDARD HOLIDAYS
1. There are six standard holidays. ETO pay is based on the employee’s scheduled hours for the holiday.
New Year’s Day Labor Day Memorial Day Thanksgiving Day Independence Day Christmas Day
2. The standard holidays may differ from one St. Luke’s department to another as determined by the operational needs of the department (see Differential Policy for payment of differentials).
3. ETO must be used for scheduled holidays. For those employees who are required to be on-call on a standard holiday and are called in to work on a standard holiday, the employee will have the choice of utilizing ETO for that holiday.
All St. Luke’s departments recognize certain holidays within the operating year. Employees in some departments are required to work on holidays to provide safe patient care. Additionally, each St. Luke’s department defines the holiday related attendance expectations and any related corrective action processes for failure to meet holiday shift expectations.
4. When operational needs require employees to work on a standard holiday, their ETO hours will remain in their banks for use on another approved date.
5. For work areas that are primarily open Monday through Friday, and a holiday falls on a Saturday, the holiday is observed on the Friday before. If a holiday falls on a Sunday, the holiday is observed on the next Monday.
6. For areas open seven days a week, the holiday is recognized only on the actual holiday.
Administrative Manual Section: III-C Earned Time Off Page: 25.06
August, 1997 Revised: September, 1998 Revised: June, 2000 Reviewed: June, 2002 Revised: May, 2003 Revised: March, 2005 Revised: August, 2007 Revised: March, 2008 Revised: May, 2009 Revised: October, 2010 Revised/Effective: July 1, 2011 Reviewed: April, 2014 Reviewed: January 2017 Revised: April 2017
Election of No-Pay Day for Exempt Staff
PAYROLL AUTHORIZATION FORM
Date of Request______
I, ______hereby acknowledge that I wish to take (Print employee’s FULL name)
______day(s) as non-paid time in lieu of using my Earned Time Off. (list amount of time in full days – minimum 1 day—no partial days allowed)
I understand that I am requesting the Hospital grant a day off without pay for an absence for a personal reason, other than sickness or disability. I also understand that I am electing not to utilize my ETO accruals for this time.
______Employee Signature Employee Number
______Department/ Work Location Home Phone Number
Manager Use Only KRONOS Editor Use Only
Approved By:______Entered By:______
Date: ______Date: ______
IMPORTANT: This form shall be retained by department for 3 years.
Reviewing Section: III- C Page: 29.00
ADMINISTRATIVE MANUAL
EMPLOYEE MEDICAL LEAVE OF ABSENCE (Employee Medical – Non FMLA – Non Job Protected)
The Employee Medical Leave of Absence is designed to allow for approved time off for employees who are not eligible for FMLA for their own health condition or have exhausted their 12-week FMLA entitlement for their own health condition. Employees who do not qualify for FMLA may request an Employee Medical Leave of Absence for their own health condition. Requests and approval for employee medical leave will be on a consecutive leave basis only. Intermittent or Reduced Hours leave is not permitted under the Employee Medical Leave of Absence for those who do not qualify under FMLA. Requests are subject to a maximum of 12 week increments. 24 weeks of medical leave (including, if applicable, 12 weeks under FMLA) are allowed as a guideline, but actual medical leave time will be based on a case-by-case evaluation of the employee condition and needs. Human Resources will coordinate appropriate leave dates with the department manager. All employee medical Leave of Absences are subject to supervisory and Human Resource approval. Time taken under leave policies are counted toward the 24 week maximum.
Employees may request an employee medical leave of absence through their immediate supervisor by completing and submitting a “Request for Employee Medical Leave of Absence” form. The departmental manager must forward the original Request for Employee Medical Leave of Absence form to the Human Resources Department.
The ETO and/or ESB Policy will be applied as appropriate. When on a non-paid Leave of Absence, employees do not accrue benefit hours. Employees out on a non-paid leave are responsible for submitting monthly medical, dental, vision and all other premiums as applicable to Human Resources by the first of each month or coverage will be discontinued. Employees will receive notice prior to any coverage being discontinued.
Before a leave of absence ends, an employee must contact their immediate supervisor to let him/her know that they are available and intend to return to work. Before being returned to work, an employee who is on employee medical leave of absence as a result of their own serious health condition will be required to have completed the “Fit for Duty/Return to Work” form and have obtained a medical release and submitted the form to Human Resources. This form must include information stating that the employee is able to return to work without or with restrictions. Employees must be able to perform all the essential functions/duties of their job in order to return to work.
Employees out on an approved Medical Leave of Absence are considered to be in a non-job protected status. Their department is not obligated to hold their position open for the duration of their leave. Employees should stay in communication with their manager while on leave so they are aware if their position is still available once they are released to return to work. Employees whose position is no longer available upon their return date will be given consideration for open positions for which they qualify. Refusal to accept an offer of work constitutes voluntary resignation. If no position is available upon their release/return, an employee may make application for a Personal Leave for up to 30 days (see Personal Leave of Absence Policy) to explore transfer opportunities. The leave will be non paid 30 day if under the Workers’ Compensation Policy.
Administrative Manual Section: III-C Employee Medical Leave of Absence Page: 29.01
If the leave is due to a work related injury the employee will be compensated according to the applicable Missouri Workers’ Compensation Law, and this time off will be charged to the employee’s medical leave of absence time off (see Workers’ Compensation Policy).
Full time employees out for over 90 days for their own health condition may be eligible for Long Term Disability benefits. Please refer to the Benefit Summary Book or contact the Benefits Office for information regarding disability benefits.
Revised/Reformatted May, 2011 Revised: April, 2014 Revised: March, 2017
REQUEST FOR EMPLOYEE MEDICAL LEAVE OF ABSENCE Employee Medical Only (Non Job Protected) EMPLOYEE SECTION
EMPLOYEE NAME ______EMPLOYEE ID #______
MAILING ADDRESS ______HOME/CELL PHONE ______
______WORK PHONE ______
DEPARTMENT ______DATE OF HIRE ______
TITLE ______
SUPERVISOR ______
(Check the appropriate boxes as they apply) Requesting Employee Medical Leave of Absence (Non Job-Protected LOA) * Time off is approved on a case by case basis but is generally up to a maximum of 12 weeks Physician/Practitioner/Healthcare Provider Statement is attached Nature of illness or injury: ______Employee Medical Leave Start Date ______End Date/Anticipated Return to Work Date ______Note: In order to return from an Employee Medical leave of Absence, the employee must have their health care provider complete the Fit for Duty/Return to Work form and provide it to their Supervisor/Manager prior to their first day back. Failure to provide the required notice may result in delay in returning to work and/or delay in approving the Medical leave of Absence.
I acknowledge receipt of the Policy/Form for Request for Employee Medical Leave Of Absence (Non Job Protected). I realize that it is my responsibility to communicate with my supervisor and Human Resources, according to policy, in regard to my absence and my intent to return to work. I am also aware that my request for this Employee Medical Leave of Absence does not qualify under the Family and Medical Leave Act. I understand that based on St. Luke’s Hospital policy, the maximum leave allowed (including FMLA if eligible and approved) is based on a case by case assessment. Employee Signature ______Date ______
DEPARTMENT MANAGER TO COMPLETE FOR APPROVAL / DENIAL
Request Form for Employee Medical Leave of Absence has been completed by employee Physician/Practitioner/Health Care Provider Statement is attached FMLA/LOA time used during the previous 12 month period ( _____weeks ______days _____hours) EMPLOYEE MEDICAL LEAVE OF ABSENCE (Non-Job Protected) STATUS: Approved Denied ( Comments/Reasons ______) Available Accruals: ETO______ESB______Date Unpaid Leave Begins______Supervisor/Manager ______Date ______Vice President ______Date ______Human Resources ______Date ______ORIGINAL - Human Resources COPY – Management COPY - Employee April 2017
EMPLOYEE FIT FOR DUTY/ RETURN TO WORK FORM FOR EMPLOYEE MEDICAL LEAVE OF ABSENCE (Non Job Protected)
DEPARTMENT or HUMAN RESOURCES TO COMPLETE THIS SECTION (GIVE OR SEND TO EMPLOYEE): COMPLETED BY ______DATE______
** APPROVAL MUST BE OBTAINED FROM THE MANAGER TO THE EMPLOYEE IN ORDER TO RETURN
TO: ______EMPLOYEE ID # ______Employee Name
MAILING ADDRESS ______DEPARTMENT ______
DATE LEAVE BEGAN ______RETURN TO WORK DATE ______
This is to inform you that your Employee Medical Leave of Absence (non job protected) is scheduled to end.
This form must be fully completed by the employee and health care provider and presented to the employee’s department or Human Resources prior (2 days) to your return to work.
You are expected to return to work on ______at ______
● You are required to have your health care provider complete the bottom portion of this form, stating that you are fit to return to work with a full duty release to perform all the essential functions of your job. Attached is a list of essential functions of the position as well as the medical information to give to your health care provider.
EMPLOYEE TO COMPLETE THIS SECTION:
I have carefully read the above section completed by my employer. (Check the appropriate boxes):
I intend to return to work on the date specified above and perform all the essential functions of my position (see employee medical fit for duty release of health care provider completed below if applicable)
I am currently unable to fully perform all of the essential functions of my present position I am requesting an extension of employee medical consecutive leave (see attached new request for LOA and new medical information provided by my health care provider) I am requesting to return to work with temporary restrictions, as designated below in health care provider section
I do not intend to return to work as scheduled. I understand that by notifying you of this intention, I am resigning my employment with St. Luke’s Hospital.
EMPLOYEE SIGNATURE ______DATE ______EMPLOYEE NAME ______(please print)
HEALTH CARE PROVIDER TO COMPLETE THIS SECTION:
Yes, the employee is fully released and fit to return to full duty work on ______without limitations/ restrictions (mo/day/yr) The employee is released to return to duty/work on ______, but with the following limitations/restrictions ______until ______
HEALTH CARE PROVIDER (Name & Phone Number Printed) ______
HEALTH CARE PROVIDER SIGNATURE ______DATE ______April 2014
Reviewing Section: III-C Page: 30.00
ADMINISTRATIVE MANUAL
EMPLOYEE MILITARY LEAVE OF ABSENCE
1. Application of Policy
Pursuant to the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), employees, other than special assignment employees, and including per diem employees, who are military reservists including the National Guard, called to active duty or who are committed to military service other than weekend duty, must submit a completed “Request for Military Leave of Absence” form to their immediate supervisor. All forms and documentation should be forwarded to Human Resources.
2. Benefits
An employee beginning a Military Leave of Absence is responsible for making the appropriate employee premium payments to the Human Resources Department to continue health, dental, vision and life insurance coverage. The employee has the option, however, of suspending health, dental, vision and life insurance coverage for the period of the leave and coverage may resume upon his/her return to work. Depending on the period of service specified in the military orders, St. Luke’s may offer the worker and family members an election for continuation coverage up to a period of twenty-four (24) months at their own cost. For military service of less than 30 days, employers are required to maintain medical coverage as if the service member had remained employed.
Regarding benefits that are based on length of service, the law requires individuals to be accorded such benefits upon reinstatement in the same manner as if they had remained continuously employed. Reinstated employees are entitled to full seniority benefits.
For employees called to non-routine active duty, St. Luke’s will provide pay to equal the difference between the Military pay and St. Luke’s base pay rate for a period not to exceed 90 days annually. If an employee is called to active duty for more than 90 days in a calendar year, the situation will be reviewed on a case-by-case basis. This compensation will not apply to the regular two-week or weekend training required for individuals in the reserves. Upon request, an employee participating in their routine training or weekend obligations may be paid any ETO that was accrued and/or unused prior to the start of military leave. If ETO accruals are unavailable or exhausted, an unpaid Military Leave will be in place, and benefit accruals will cease. Benefit accruals will resume when the employee returns to active status.
Benefit accruals will cease during military leave and will resume when the employee returns to active status. Upon request, an employee called up for military service/active duty may elect to use any accrued ETO in lieu of unpaid leave during their military leave of absence.
USERRA provides that service in the uniformed services is deemed to be service with the employer for pension purposes. Therefore, pension plan accrual and vesting must continue during
Administrative Manual Section: III-C Employee Military Leave of Absence Page: 30.01
a worker’s military service as though no break in service occurred. For contributory plans (such as the matched savings plan), the returning employee must be allowed to make up missed deferrals or contributions over a period equal to three times the period of military service but no longer than five (5) years. The Employee Assistance Program continues to be available to employee’s dependents throughout the military leave period.
3. Advance Notice/Applying for Reemployment
Employees called to active duty may be placed on military leave as soon as they receive military orders. Members of the uniformed services who are called to active duty are “generally required” to give verbal and/or written (preference: hand carry a copy of written orders) notice of their upcoming absence to their manager or a representative of the employer (Human Resources Department), who has authority to act on the application or forward the application to the appropriate person. An employee who does not give advance notice that he/she is leaving because of military duty would no longer be protected under USERRA.
4. Reemployment Rights
Upon an employee’s honorable discharge or release from active duty under honorable conditions, the employee must clearly communicate with HR and/or their manager of their intent to return to work under their reemployment rights. St. Luke’s will provide the same or an equivalent job in terms of seniority and pay level as the employee held prior to his/her leave. The employee may be on military leave for up to five (5) years of active duty, not including training time (regardless of branch of service).
5. Reemployment Documentation
USERRA provides time limits, based on length of military service, during which returning workers must apply for reemployment. Employees who fail to report within the specified time limits would be subject to the employer’s rules and practices dealing with un-excused absences (up to and including suspension and ultimately discharge), but, would not necessarily lose all reemployment rights. An employee who does not return to work at the end of an authorized leave will be considered to have voluntarily resigned.
St. Luke’s requests documentation from a returning service member that proves the individual is eligible for reemployment. Specifically, St. Luke’s will request proof that the employee has made timely application; has not exceeded service limitations and has been released from service under honorable conditions, and has completed a “Return to Work” form. All documents should be provided to Human Resources
Service less than thirty-one (31) days -- Employees must report at the beginning of the first regularly scheduled workday after release from service. Employees must be allowed a “reasonable” time to arrive back at their residence, rest, and travel to their place of employment.
Administrative Manual Section: III-C Employee Military Leave of Absence Page: 30.02
Service from thirty-one (31) to one hundred eighty (180) days -- Employees must report no later than fourteen (14) days following completion of service.
Service over one hundred eighty (180) days -- Employees must report no later than ninety (90) days after completion of military service.
Revised/Reformatted: May, 2011 Reviewed: April, 2014
REQUEST FOR EMPLOYEE MILITARY LEAVE OF ABSENCE (Subject to USERRA protection) EMPLOYEE SECTION
EMPLOYEE NAME ______EMPLOYEE ID #______
MAILING ADDRESS ______HOME/CELL PHONE ______
______WORK PHONE ______
DEPARTMENT ______DATE OF HIRE ______
TITLE ______
SUPERVISOR ______
√ (Check the appropriate boxes as they apply) Requesting Employee Military Leave of Absence Military Order is attached Employee Military Leave of Absence Start Date ______End Date/Anticipated Return to Work Date ______Note: All Military Leave requests will be handled pursuant to the Uniformed Services Employment and Reemployment Rights Act of 1994 – USERRA. Employee must provide notice to Supervisor/Manager for intent to return to work. Failure to provide proof of military order for leave request or proof of release to return to work may result in delay of St. Luke’s approval for leave or approval to return to work.
I acknowledge receipt of the Policy and forms for a Request for Military Leave of Absence. I realize that it is my responsibility to communicate with my supervisor and Human Resources, according to policy, in regard to my absence and my intent to return to work. I understand that my St. Luke’s pay and benefits will be handled according to policy guidelines as outlined in the policy. I am also aware that my request for this Employee Military Leave of Absence requires that when I am a returning service member returning from leave to work, that I am required to stay within service limitations and will provide military orders indicating that I am released to return to work. I understand that based on St. Luke’s Hospital policy and in conjunction with USERRA, I will report to work as indicated by policy and terms of the service day guidelines. I understand that my failure to return to work within the specified time limit would cause me to be subject to the policy for unexcused absence(s) and may result in corrective action, suspension, and up to and including separation of employment.
Employee Signature ______Date ______
DEPARTMENT MANAGEMENT TO COMPLETE FOR APPROVAL / DENIAL
Request Form for Employee Military Leave of Absence (Subject to USERRA protection) Military Order is attached Military Leave time previously used ______EMPLOYEE MILITARY LEAVE OF ABSENCE STATUS: Approved Denied ( Comments/Reasons ______) Available Accruals: ETO______Date Unpaid Leave Begins______Supervisor/Manager ______Date ______Director and/or Vice President ______Date ______Human Resources ______Benefits Notified (USERRA)______Date______
ORIGINAL - Human Resources COPY – Management COPY – Employee COPY – Benefits EMPLOYEE RETURN TO WORK FORM FOR EMPLOYEE MILITARY LEAVE OF ABSENCE (USERRA)
DEPARTMENT or HUMAN RESOURCES TO COMPLETE THIS SECTION (GIVE OR SEND TO EMPLOYEE): ** APPROVAL MUST BE OBTAINED FROM THE MANAGER TO THE EMPLOYEE IN ORDER TO RETURN
TO: (Employee Name) ______EMPLOYEE ID # ______
MAILING ADDRESS ______DEPARTMENT ______
DATE LEAVE BEGAN ______RETURN TO WORK DATE ______
This is to inform you that your Military Leave of Absence is scheduled to end.
You are expected to return to work on ______at ______
You are expected to provide an update of your military orders with continued need for leave or will be required to provide discharge orders.
This form must be fully completed by you and presented to your department or Human Resources prior to your return to work. (compliant with USERRA guidelines)
SUPERVISOR/MANAGER SIGNATURE ______DATE ______
EMPLOYEE TO COMPLETE THIS SECTION:
I have carefully read the above section completed by my employer. (Check the appropriate boxes):
I intend to fully return to work on the date specified above
I am unable to return to work as scheduled. I have attached my military orders or other documentation with continued need for military leave
EMPLOYEE SIGNATURE ______DATE ______
EMPLOYEE NAME ______(please print)
ADDITIONAL INFORMATION SECTION
Reviewing Section: III-C Page: 28.00
ADMINISTRATIVE MANUAL
EMPLOYEE EDUCATIONAL LEAVE OF ABSENCE
An Educational Leave of Absence is considered on a case-by-case basis and must be job related as defined in the St. Luke’s Tuition Reimbursement policy. An employee requesting an Educational Leave of Absence must complete a “Request for Educational Leave of Absence” form and submit to their respective manager and the Human Resources Department for approval. The ETO policy will be applied if appropriate. If the Educational Leave of Absence extends beyond fourteen (14) calendar days and is unpaid, an Employee Change Request Form must be completed to change the FTE status. This form must be submitted effective the first unpaid day beyond (14) calendar days of leave and when all eligible/applicable accruals have been exhausted.
Requests for an Educational Leave of Absence more than fourteen (14) calendar days will be reviewed on a case-by-case basis and require supervisory, Human Resource, and Vice President approval and will not exceed 24 weeks. If approved, a maximum of (one) Educational Leave is permitted within a 12 month period. Employees out on an approved Educational Leave for greater than 14 days need to complete a “Return to Work” form and provide it to Human Resources prior to their return.
When on a non-paid Educational Leave of Absence, employees do not accrue benefit hours. Employees out on a non-paid leave are responsible for submitting monthly medical, dental, vision and any other premiums as applicable to Human Resources by the first of each month or coverage will be discontinued. Employees will receive notice prior to any coverage being discontinued.
Revised: May, 2011 Reviewed: April, 2014 Revised: March, 2017
REQUEST FOR EMPLOYEE EDUCATIONAL LEAVE OF ABSENCE
EMPLOYEE SECTION
EMPLOYEE NAME ______EMPLOYEE ID #______
MAILING ADDRESS ______HOME/CELL PHONE ______
______WORK PHONE ______
DEPARTMENT ______DATE OF HIRE ______
TITLE ______
SUPERVISOR ______
(Check box) Requesting Employee Education Leave of Absence Employee Education Leave of Absence Start Date ______End Date/Anticipated Return to Work Date ______Reason for Request______
I acknowledge receipt of the Policy and form for Request for Employee Education Leave of Absence. I understand that my Education Leave must be job related as defined in the St. Luke’s Tuition Reimbursement policy. I realize that it is my responsibility to communicate with my supervisor and Human Resources, in regard to my absence and my intent to return to work. I understand that my failure to return to work within the specified time limit would cause me to be subject to unexcused absence(s) and may result in suspension, and/or corrective action up to and including separation of employment.
Employee Signature ______Date ______
DEPARTMENT MANAGEMENT TO COMPLETE FOR APPROVAL / DENIAL
Request Form for Employee Education Leave of Absence Educational Leave time previously used ______EMPLOYEE EDUCATION LEAVE OF ABSENCE STATUS: Approved Denied ( Comments/Reasons ______) Available Accruals: ETO______Date Unpaid Leave Begins______Supervisor/Manager ______Date ______Director and/or Vice President ______Date ______Human Resources ______Benefits Notified _____ Date______ORIGINAL - Human Resources COPY – Management COPY – Employee COPY - Benefits
EMPLOYEE RETURN TO WORK FORM FOR EMPLOYEE EDUCATIONAL LEAVE OF ABSENCE (Non Job Protected)
DEPARTMENT or HUMAN RESOURCES TO COMPLETE THIS SECTION (GIVE OR SEND TO EMPLOYEE):
** APPROVAL MUST BE OBTAINED FROM THE MANAGER TO THE EMPLOYEE IN ORDER TO RETURN
TO: (Employee Name) ______EMPLOYEE ID # ______
MAILING ADDRESS ______DEPARTMENT ______
DATE LEAVE BEGAN ______RETURN TO WORK DATE ______
This is to inform you that your Employee Educational Leave of Absence (non job protected) is scheduled to end.
This form must be fully completed by you and presented your department or Human Resources prior (2 days) to your return to work.
You are expected to return to work on ______at ______
SUPERVISOR/MANAGER SIGNATURE ______Date ______
EMPLOYEE TO COMPLETE THIS SECTION:
I have carefully read the above section completed by my employer. (Check the appropriate boxes):
I intend to fully return to work on the date specified above
I do not intend to return to work as scheduled. I understand that by notifying you of this intention, I am resigning my employment with St. Luke’s Hospital.
EMPLOYEE SIGNATURE ______DATE ______
EMPLOYEE NAME ______(please print)
ADDITIONAL INFORMATION SECTION Reviewing Section: III-C Page: 31.00
ADMINITRATIVE MANUAL
EMPLOYEE PERSONAL LEAVE OF ABSENCE
All requests for personal leave of absence are reviewed carefully. An employee requesting a personal leave must complete a “Request for Personal Leave” form and submit to their respective manager and the Human Resources Department for approval. All Personal Leave of Absences are subject to supervisory and Human Resource approval.
An employee may be granted as many as fourteen (14) calendar days off without pay for personal reasons at the discretion of their respective manager. The ETO policy will be applied as appropriate. Such time off should be granted only if it does not create a hardship on the remaining staff or result in unnecessary overtime as determined by the department management. If the Personal Leave of Absence extends beyond fourteen (14) calendar days, and is unpaid, an Employee Change Request Form must be completed to change the FTE status. This form must be submitted effective the first unpaid day beyond (14) calendar days of leave and when all eligible/applicable accruals have been exhausted.
Requests for Personal Leave of Absence more than fourteen (14) calendar days will be reviewed on a case-by-case basis and require Vice President approval. Employees out on an approved Personal Leave for greater than 14 days need to complete a “Return to Work” form and provide it to Human Resources prior to their return.
When on a non-paid Personal Leave of Absence, employees do not accrue benefit hours. Employees out on a non-paid leave are responsible for submitting monthly medical/dental and vision and any other premiums as applicable to Human Resources by the first of each month or coverage will be discontinued. Employees will receive notice prior to any coverage being discontinued.
Revised: May, 2011 Reviewed: April, 2014 Revised: March, 2017
REQUEST FOR EMPLOYEE PERSONAL LEAVE OF ABSENCE (Non Job Protected) (Consecutive)
EMPLOYEE SECTION
EMPLOYEE NAME ______EMPLOYEE ID #______
MAILING ADDRESS ______HOME/CELL PHONE ______
______WORK PHONE ______
DEPARTMENT ______DATE OF HIRE ______
TITLE ______
SUPERVISOR ______
(Check box) Requesting Employee Personal Leave of Absence Employee Personal Leave of Absence Start Date ______End Date/Anticipated Return to Work Date ______Reason for Request______
I acknowledge receipt of the Policy and forms for Request for Employee Personal Leave of Absence (Non Job Protected). Time off may be paid or unpaid. Paid time off will be handled in accordance with the guidelines in the ETO Policy. Requests for Personal Leave will be considered when an employee is not eligible under FMLA, LOA, or Education Leave Policy. Requests for more than 14 calendar days will be reviewed on a case-by-case basis and require Administrative Approval and will not exceed 90 days (twelve weeks). I realize that it is my responsibility to communicate with my supervisor and Human Resources, according to policy, in regard to my absence and my intent to return to work. I understand that my failure to return to work within the specified time limit would cause me to be subject to unexcused absence(s) and may result in suspension or corrective action up to and including separation of employment.
Employee Signature ______Date ______
DEPARTMENT MANAGEMENT TO COMPLETE FOR APPROVAL / DENIAL
Request Form for Employee Personal Leave of Absence EMPLOYEE PERSONAL LEAVE OF ABSENCE (Non Job Protected) STATUS: Approved Denied ( Comments/Reasons ______) Available Accruals: ETO______Date Unpaid Leave Begins______
Supervisor/Manager ______Date ______
Director or Vice President______Date ______
Human Resources ______Benefits Notified ____ Date______
ORIGINAL - Human Resources COPY – Management COPY – Employee COPY - Benefits
EMPLOYEE RETURN TO WORK FORM FOR EMPLOYEE PERSONAL LEAVE OF ABSENCE (Non Job Protected)
DEPARTMENT or HUMAN RESOURCES TO COMPLETE THIS SECTION (GIVE OR SEND TO EMPLOYEE):
** APPROVAL MUST BE OBTAINED FROM THE MANAGER TO THE EMPLOYEE IN ORDER TO RETURN
TO: (Employee Name) ______EMPLOYEE ID # ______
MAILING ADDRESS ______DEPARTMENT ______
DATE LEAVE BEGAN ______RETURN TO WORK DATE ______
This is to inform you that your Employee Personal Consecutive Leave of Absence (non job protected) is scheduled to end.
You are expected to return to work on ______at ______
SUPERVISOR/MANAGER SIGNATURE ______DATE ______
This form must be fully completed by you and presented to your department or Human Resources prior (2 days) to your return to work.
EMPLOYEE TO COMPLETE THIS SECTION:
I have carefully read the above section completed by my employer. (Check the appropriate boxes):
I intend to fully return to work on the date specified above
I am currently unable to return to work I am requesting an extension of employee personal consecutive leave (see attached new request for personal leave and new information provided)
I do not intend to return to work as scheduled. I understand that by notifying you of this intention, I am resigning my employment with St. Luke’s Hospital.
EMPLOYEE SIGNATURE ______DATE ______
EMPLOYEE NAME ______(please print)
ADDITIONAL INFORMATION SECTION Section III-D Page: 37.00
ADMINISTRATIVE MANUAL
DRUG-FREE WORKPLACE
POLICY
St. Luke’s is committed to maintaining a safe, healthy and efficient environment that enhances the welfare of the employees, patients and visitors. It is the policy of St. Luke’s to maintain an environment that is free of alcohol and other drug use by any of its employees. This policy is implemented because the Hospital believes that the potential impairment of any Hospital employee due to his or her use of substances is likely to result in the risk of injury to other employees, the impaired employee, or to third parties, such as patients, or business contacts.
St. Luke’s expects employees to arrive for work in a condition free of the influence of alcohol and other drugs. St. Luke’s also expects employees to remain free of alcohol and other drugs while they are on the job or while performing St. Luke’s related business. The only exception to this rule is when an employee is taking medication prescribed for him/her in the manner prescribed when such drug use does not affect the employee’s ability to effectively and efficiently perform his job duties. The employee who begins work while not free of the influence of drugs or alcohol is guilty of a major violation of our rules and is subject to severe disciplinary action. Severe disciplinary action can include suspension, dismissal, or any other penalty appropriate under the circumstances at the discretion of the Hospital.
The unlawful manufacture, sale, distribution, diversion, possession, use or theft of illegal drugs, controlled substances, alcohol, or any substance subject to abuse while on any St. Luke’s property, while participating in St. Luke’s related business, or activities which compromise and/or adversely impact the Mission of St. Luke’s is absolutely prohibited. Individuals who engage in such conduct or who fail to cooperate with any action deemed appropriate to enforce this policy will be subject to corrective action up to and including discharge and possible legal action.
All employees are subject to testing for drugs and/or alcohol use at any time, and may include testing of saliva, blood, breath, hair and/or urine. Testing is performed as part of all post offer physicals, periodically thereafter, as part of ongoing monitoring, or “for cause” as described in this policy. Drug and alcohol testing also may be required at any other time on a random, unscheduled, or other basis as determined by St. Luke’s in its sole discretion. St. Luke’s will conduct drug testing for the presence of illegal substances and/or inappropriate levels of legal substances (drugs or alcohol). If an employee refuses to be tested for the presence of illegal drugs or alcohol, he/she will be considered to have a positive drug test.
Administrative Manual Section: III-D Drug-Free Work Place Page: 37.01
I. ELIGIBILITY
All applicant’s and employees are subject to this policy beginning with their post offer employment physical.
II. DEFINITIONS
A. “Employee(s)” means for the purpose of this policy all employees of St. Luke’s as well as physicians, volunteers, and students and any person(s) under any contract of hire, expressed or implied, oral or written, or under any appointment to serve, assist, or represent St. Luke’s or any of its subsidiaries.
B. “Legal Drug” includes prescribed drugs and over the counter drugs, which have been legally obtained and are being used for the purpose for which they were prescribed or manufactured.
C. “Illegal Drug” means any drug (a) which is not legally obtainable, or (b) which is legally obtainable but has not been legally obtained. The term includes prescribed drugs not legally obtained and prescribed drugs or over-the-counter drugs not being used for prescribed purposes (this includes but is not limited to amphetamines, cannabanoids, cocaine, phencycline-PCP, methadone, methaqualene, opiates, barbiturates, benzodiazepines, propoxyphene, or a metabolite of any such substances.)
D. “For Cause” refers to those situations in which a supervisor or manager believes that the employee has an illegal drug or alcohol in his/her system. This belief may be based on behaviors or observations including by way of illustration behaviors or observations over such matters as conduct, attendance records, information about job performance, excessive errors in work which may not be customary for that employee, documentation errors, dispensing of narcotics or their derivatives in a manner which is not keeping with acceptable or customary practice, or reports from others.
III. RECOGNIZING DRUG AND/OR ALCOHOL ABUSE
St. Luke’s recognizes that drug or alcohol abuse negatively affects an individual’s physical, social, emotional, and spiritual well-being. Similarly drug or alcohol abuse can have a debilitating effect on all aspects of an employee’s personal and professional life. Employees are encouraged to self –identify and come to terms with the existence of such abuse of alcohol and/or other drugs and to seek and accept the help necessary to correct such problems. Employees may seek assistance in dealing with these problems through the Employee Assistance Program. Employees who recognize their abuse problems are encouraged to seek help before work performance is affected. St. Luke’s recognizes an employee’s right to maintain confidentiality of such problems from other St. Luke’s personnel; however, it is recommended that the employee share such information with his/her supervisor in an effort to establish an effective and supportive environment upon returning to work. Regular disciplinary action may proceed regardless of participation in any program. Voluntary, successful participation in a recovery or rehabilitative program by an employee may be a mitigating factor in any disciplinary action depending on the facts and circumstances of each individual case. In some cases, disciplinary action may result in suspension, or the employee placed on probation
Administrative Manual Section: III-D Drug-Free Work Place Page: 37.02
pending a successful completion of a program, under the direction of qualified personnel. Employees who participate in such a program may be subject to dismissal for failure to successfully complete the program or change their performance or behavior.
St. Luke’s will attempt to assist employees in recognizing these problems by sponsoring periodic drug and alcohol awareness programs designed to inform employees of: 1) the disease of chemical dependency and the dangers of drugs and alcohol in the workplace; 2) St. Luke’s policy for maintaining a drug and alcohol free workplace; 3) the consequences for violating the policy; and 4) programs available to assist employees in dealing with such problems.
IV. CORRECTING DRUG OR ALCOHOL PROBLEMS BEFORE WORK PERFORMANCE IS AFFECTED
A. Employee Assistance Program
St. Luke’s maintains an Employee Assistance Program (EAP) that provides confidential help to employees who suffer from problems including chemical dependency or have an alcohol or drug abuse problem. Employees are strongly encouraged to utilize the services of EAP before such problems begin to affect their work performance.
Time Off For Treatment
Time off may be requested to address chemical dependency or alcohol or other drug use problems in accordance with the Leave of Absence Policy.
V. DRUG OR ALCOHOL PROBLEMS THAT AFFECT WORK PERFORMANCE
A. On-the-Job Use, Unlawful Manufacture, Sale, Distribution, Diversion, Possession, Use or Theft of Drugs or Alcohol
1. Alcohol
Testing positive for alcohol or possessing alcohol while performing St. Luke’s business or while on St. Luke’s property is prohibited.
The serving and/or moderate consumption of alcohol on St. Luke’s property during St. Luke’s sponsored or approved events is permitted with prior approval by the president.
Each request will be evaluated as to its appropriateness and the potential impact on the services St. Luke’s provides. Even when permission to serve alcohol is granted, employees are still responsible for meeting reasonable and acceptable standards of conduct. Under no circumstances should an employee report to work with alcohol in their system.
Administrative Manual Section: III-D Drug-Free Work Place Page: 37.03
2. Other Legal Drugs
Employees are permitted to take legally prescribed and/or over-the-counter medications consistent with appropriate medical treatment plans while performing hospital business. However, when such prescribed or over-the- counter drug therapies could possibly affect the employee’s job performance, safety or the efficient operation of St. Luke’s, the appropriate manager should be consulted to determine if the employee is capable of continuing to perform his/her job or if other action may be required. Human Resources should be consulted in these circumstances.
If information on reaction or side effects to legal drugs is needed, the appropriate manager should consult Workplace Health.
3. Illegal Drugs
Having any illegal drug in your system upon arrival to work, while performing hospital business or while on hospital grounds is prohibited. The unlawful manufacture, sale, distribution, diversion, possession, use or theft of illegal drugs in the workplace is prohibited.
B. Corrective Action
Violation of this policy may result in corrective action up to and including discharge and possible legal action. An employee may be suspended (non-paid) pending an investigation of a possible violation of this policy. Employees separated from employment following an investigation will receive their ETO payout. Employees who are returned to work following an investigation will receive regular pay for suspension days. Once the investigation has been completed, a determination will be made by department management and Human Resources regarding the reinstatement and/or corrective action of the employee.
C. Drug and Alcohol Screening Procedures
St. Luke’s may require a medical assessment, and/or a drug/alcohol screening of those employees suspected of using or having drugs or alcohol in their system. This “cause” screening will be conducted in the following manner:
1. The supervisor who observes, or to whom it is reported that an employee appears to have a drug and/or alcohol in their system, should document the observation or report and determine whether they suspect that the employee may have alcohol or drugs in their system. A supervisor who is made aware of other issues as set forth in Section II D may also initiate testing for cause (e.g., errors in work, errors in documentations or dispensing medication.) If, in the opinion of the supervisor, they have reason to believe that the employee is not free of the influence of drugs or alcohol, a screen or test will be required (See “Intervention Process”). 2. Testing is required following an accident when operating a St. Luke’s vehicle or while driving a vehicle as part of the job for St. Luke’s.
Administrative Manual Section: III-D Drug-Free Work Place Page: 37.04
3. Prior to initiating questioning of the employee relative to use or possession of drugs and/or alcohol, the supervisor should first consult with Human Resources, the Employee’s Supervisor/Department Director or Vice President. If these individuals are not available, the supervisor should consult the Vice President on call. The supervisor should have another management representative or security supervisor on duty present and limit questioning of the employee to that which may aid in determining his/her general condition.
4. The supervisor should follow the procedures outlined in the “Intervention Process” (Attachment A.)
a) The supervisor should complete the “Visual Observation Checklist” (Attachment A-2 & A-3) and the Questions for “Suspected Substance Abuse” (Attachment A-4 & A-5). If testing is being requested based on the employee’s job performance and/or errors in documenting and/or dispensing medication, this should be noted in Number 11 of Attachment A-2.
b) The supervisor should then complete the “Opinion Based on Observation and Questioning by Supervisor” form (Attachment A-6.)
5. After the supervisor has determined the need for drug/alcohol testing by using the intervention procedure, the employee will be asked to submit to this testing.
a) If the employee agrees, he/she will be asked to sign St. Luke’s Consent Form to Drug and/or Alcohol Screen (Attachment A-7). The employee will also be informed that he/she is suspended pending an investigation which may result in further action in accordance with St. Luke’s policies.
b) If the Employee refuses testing he/she will be asked to sign the St. Luke’s refusal to submit to Drug and/or Alcohol Screen (Attachment A-8). The employee will then be suspended and informed that his/her refusal shall be deemed a failure to cooperate with an investigation and will presumptively be considered a positive test. This may cause the employee to be subject to corrective action up to and including discharge.
6. In addition to for cause testing, any employee may be required to submit to a drug and/or alcohol screen at any time at St. Luke‘s sole discretion.
7. Supervisors should call Workplace Health (205-6677) during their regular working hours, or otherwise call the St. Luke’s Emergency Room (205-6990), to make arrangements for a confidential Drug/Alcohol Screen and escort the employee to Workplace Health or the St. Luke’s Emergency Room. Administrative Manual Section: III-D Drug-Free Work Place Page: 37.05
8. Drug and/or alcohol testing will be through saliva, urine, breath, hair, and/or blood sample analysis or other approved method to determine the presence of any drug(s) and/or alcohol. If specimens are collected, testing will be performed using chain-of- custody procedures and sent to an approved laboratory for testing, that the Hospital has made arrangements for testing to be performed by trained personnel, while expecting a confidential, chain-of-custody procedure for samples and proper identification. Alcohol screening is normally conducted by testing breath samples on premises.
Initial test results for presence of drugs or alcohol will be classified as either positive or negative. If the initial test is positive, an appropriate second test will be performed to confirm the presence of the drug(s) and/or alcohol in the applicant’s or employee’s system. The levels for determining a positive test result will be in accordance with the standards established by the laboratory or testing entity.
9. Results will then be reported to Workplace Health (Substance Abuse Department) by the laboratory, and the individual will be allowed to discuss these results with a Medical Review Officer. The MRO will determine if there is a legitimate explanation for a positive test result. If, in the opinion of the MRO, there is a legitimate explanation, the test results will be considered to be negative. For employees working in a safety sensitive job (i.e., Nurse, Transportation, etc.) certain medications will be disclosed to St. Luke’s even though a negative test result has been obtained. Human Resources, in conjunction with Workplace Health and the employee’s physician, may require clarification as to whether the employee is able to perform the essential functions of their job prior to clearing the employee to return to work. If cleared, that information will then be shared with the appropriate department manager.
If the test results are determined by the MRO to be positive, the employee will be so informed. The MRO will then notify Human Resources, who will contact the appropriate department manager.
St. Luke’s may terminate any employee with a confirmed positive test result. If the employee disputes the confirmed positive test result, an employee may, at their option and expense, have a second confirmation test. For cases in which a specimen is taken and stored, the confirmatory test must be made on the SAME specimen. An employee will NOT be allowed to submit another specimen for testing. For cases in which alcohol testing is initially done by breath analysis, the employee may request that the sample taken contemporaneously with the breath test be tested for alcohol. An employee will be suspended without pay pending the results of the second confirmation test. The employee must provide a confirmed negative test result, at the employee’s own expense, within 30-days from the date of the positive test result.
If the collector, Medical Review Officer, or lab personnel has reasonable suspicion to believe that the employee has tampered with the specimen, the employee is subject to corrective action up to and including separation of employment.
If a drug test is not immediately possible or the employee refuses to submit to a drug test, the employee will be sent home by taxi, picked up by private means of
Administrative Manual Section: III-D Drug-Free Work Place Page: 37.06
transportation (an impaired employee will not be allowed to drive), or accompanied by the Supervisor if transported by taxi to a medical facility (See “Observation Checklist”).
10. Management personnel should limit discussion concerning possible violation of this policy to those persons who are participating in any questioning, evaluation, investigation, scheduling or disciplinary action, or those who have a need to know about the details of the drug/alcohol investigation. Confidentiality should be maintained under these circumstances.
11. Completed Screen Procedures/Consent Forms, lab test results and drug screening test certification will be maintained by Occupational Health and Human Resources.
D. Programs for Employees Who Are Chemically Dependent, Use Alcohol, or use Other Drugs Which Affect Work Performance.
1. Employee Assistance Program
Each employee is encouraged to seek assistance from EAP before alcohol and drug problems lead to disciplinary action. Once a violation of this policy occurs, subsequently using EAP on a voluntary basis will have no bearing on the determination of appropriate corrective action. Note that even employees who may not have addiction problems may still avail themselves of EAP programs that address other problems or behaviors. Continued employment may be conditioned upon compliance with these programs even in circumstances in which there is no finding of chemical dependency in order to address conduct or behavioral issues.
Corrective action may occur due to policy violation(s) regardless of EAP involvement. Accordingly, the purposes and practices of this policy and EAP are not in conflict and are distinctly separate in their applications.
2. An employee’s progress while on Leave of Absence and upon return from such leave will be monitored by the employee’s supervisor and department head, EAP, Human Resources, and Workplace Health physician, as needed. All decisions regarding the employee’s status will be determined by this group with the approval of the employee’s Administrator and Human Resources.
3. Under the direction of EAP, employees who are chemically dependent, and who agree to enter an accredited drug and/or alcohol rehabilitation program for the first time may be conditionally reinstated to a job provided they:
a) Provide documentation from an accredited rehabilitation program releasing the employee to return to work.
Administrative Manual Section: III-D Drug-Free Work Place Page: 37.07
b) Comply with treatment recommendations prescribed by the employee’s rehabilitation program. Conditional reinstatement will be determined on a case-by-case basis and will be outlined in a Return to Work Agreement (See Attachment A-9) which must be signed by the employee, department management, and EAP. Copies of the agreement will be kept on file in the Human Resource’s office and at the EAP.
4. Employees who do not comply with treatment recommendations prescribed by their drug or alcohol programs and/or fail to comply with their return to work agreement may be subject to corrective action up to and including discharge.
VI. INVOLVEMENT OF LAW ENFORCEMENT AGENCIES/LICENSING AGENCIES
The manufacture, sale, distribution, diversion, possession, use or theft of an illegal drug is a violation of the law. St. Luke’s will refer such illegal drug activities to law enforcement, licensing and credentialing agencies when required.
In accordance with the Drug-Free Workplace Act of 1988, St. Luke’s will notify the appropriate granting agency, within 10 days, any employee in a grant or contract who is convicted of a drug statute violation in the workplace.
All such referrals or notifications will be done only with the knowledge of senior management.
VII. RESPONSIBILITY
This policy statement is an integral part of St. Luke’s drug-free awareness program. The administration of this policy is the responsibility of all personnel, often working in conjunction with Human Resources. Questions regarding this policy should be directed to one’s supervisor or the Human Resources Department.
Revised: December, 1995 Reviewed: September, 1997 Revised: May, 1999 Revised: February, 2002 Revised: March, 2005 Revised: October, 2007 Revised: March, 2008 Revised: March 2011 Revised: April, 2014 Revised: March 2017
Drug-Free Workplace Attachment: A-1
INTERVENTION PROCESS
(If you need assistance, call your Human Resource Representative)
1. Ask another supervisor or manager to work with you throughout the entire process and document the proceedings.
2. You and the other manager are to complete and sign separate Visual Observation Checklist forms.
3. In your office or some other private place, complete the Questions for Suspected Substance Abuse form. Read exactly what is written on the form. You and the other manager are to sign the form.
4. Complete the Opinion Based on Observations and Questioning by Supervisor form. You and the other manager are to sign the form.
5. If you conclude that the employee does not appear to have alcohol or drugs in his/her system and is able to perform work duties, then have the employee return to work. However, an employee’s job performance (excessive errors, errors in documentation and/or dispensing of drugs) may warrant testing as the employee would not in such case be considered fit for work.
6. If you conclude that the employee may have alcohol or drugs in his/her system or is not fit for work: ask if he or she is willing to submit to testing; and tell him or her that disciplinary action, up to and including termination may be taken.
7. If the employee agrees to a drug/alcohol test, have the employee read and sign the Agreement To Submit To Drug and/or Alcohol Screen form. You and the other supervisor are to sign the form. Skip to 9.
8. If the employee refuses a drug/alcohol test, have the employee read and sign the Refusal to Submit to Drug and/or Alcohol Screen form. You and the other supervisor are to sign the form. Skip to 10.
9. Call Workplace Health (205-6677) during their regular working hours, otherwise call St. Luke’s Emergency Room (205-6990) to make arrangements for a confidential Drug/Alcohol Screen and escort the employee to Occupational Health or St. Luke’s Emergency room.
10. Contact Human Resources and make arrangements to have the employee picked up or transported by taxicab. Call security to coordinate taxicab transportation or for assistance if the employee refuses to leave, cannot control his/ her actions, or has refused transportation.
11. After all forms are completed and signed, detach your copies, insert all forms in packet envelope and send to Human Resources (Attention: Employee Relations (Confidential) immediately.
Drug-Free Workplace Attachment: A-2
Visual Observation Checklist: Witness
Name of Employee: ______
DIRECTIONS: Check pertinent items based on your visual observation of the employee. This section must be completed prior to the interview conducted pursuant to Section II.
1. WALKING/ ___normal ___ staggering ___falling STANDING ___stumbling ___ unsteady ___holding on ___swaying
2. SPEECH ___normal ___silent ___whispering ___shouting ___rambling/incoherent ___slobbering ___slow
3. DEMEANOR ___normal ___crying ___silent ___sleepy ___excited ___fighting ___talkative
4. ACTIONS ___normal ___profanity ___fighting ___resisting communications ___drowsy ___hostile ___threatening ___hyperactive ___erratic
5. EYES ___normal ___watery ___closed ___bloodshot ___droopy ___glassy
6. FACE ___normal ___pale ___sweaty ___flushed
7. APPEARANCE/ ___normal ___stains on clothing ___bodily excrement CLOTHING ___unruly ___messy ___stains ___partially dressed ___dirty
8. BREATH ___normal ___faint alcoholic odor ___no alcoholic odor ___alcoholic odor
9. MOVEMENTS ___normal ___jerky ___slow ___fumbling ___hyperactive ___nervous
10. EATING/CHEWING ___gum ___candy ___mints ___other, identify if possible
11. OTHER ______OBSERVATIONS: ______
Printed Supervisor’s name: ______Supervisor’s signature: ______Date: ______Time: ______
ROUTING: Original - Human Resources, copy – Supervisor Drug-Free Workplace Attachment: A-3
Visual Observation Checklist: Supervisor
Name of Employee: ______
DIRECTIONS: Check pertinent items based on your visual observation of the employee. This section must be completed prior to the interview conducted pursuant to Section II.
1. WALKING/ ___normal ___ staggering ___falling STANDING ___stumbling ___ unsteady ___holding on ___swaying 2. SPEECH ___normal ___silent ___whispering ___shouting ___rambling/incoherent ___slobbering ___slow
3. DEMEANOR ___normal ___crying ___silent ___sleepy ___excited ___fighting ___talkative
4. ACTIONS ___normal ___profanity ___fighting ___resisting communications ___drowsy ___hostile ___threatening ___hyperactive ___erratic
5. EYES ___normal ___watery ___closed ___bloodshot ___droopy ___glassy
6. FACE ___normal ___pale ___sweaty ___flushed
7. APPEARANCE/ ___normal ___stains on clothing ___bodily excrement CLOTHING ___unruly ___messy ___stains ___partially dressed ___dirty
8. BREATH ___normal ___faint alcoholic ___no alcoholic odor ___alcoholic odor
9. MOVEMENTS ___normal ___jerky ___slow ___fumbling ___hyperactive ___nervous
10. EATING/CHEWING ___gum ___candy ___mints ___other, identify if possible
11. OTHER ______OBSERVATIONS: ______
Printed Supervisor’s name: ______Supervisor’s signature: ______Date: ______Time: ______
ROUTING: Original - Human Resources, copy – Supervisor
Drug-Free Workplace Attachment: A-4
QUESTIONS FOR SUSPECTED SUBSTANCE ABUSE
Name of Employee: ______
With another supervisor present, please ask the employee who is suspected of substance abuse the following questions in the order listed. If the employee admits, at any time during the questioning, using drugs or alcohol or having drugs or alcohol in their system, then suspend (non-paid) the employee pending final determination and advise of the system rules that were violated. Indicate that appropriate action, up to and including termination may be taken.
Supervisor must read as written: “I have asked you here because I have reason to believe that you may have alcohol or drugs in your system. I am going to ask you a series of questions and would like you to answer honestly. Do you understand?”
1. Are you feeling ill? ___ yes ___ no If yes, what are your symptoms?
2. Are you under a doctor’s care? ___ yes ___ no If yes, what are you being treated for? What is your doctor’s name and address?
When did you last visit the doctor?
3. Are you taking any medication? ___ yes ___ no If yes, what medication? If yes, when did you take your last dosage? Do you have your prescription in your possession? ___ yes ___ no Do you have any additional medication in your possession? ___ yes ___ no Record all information regarding prescription. Take sample, if permitted by employee.
4. Do you have any pre-existing medical problems? ___ yes ___ no Comments: Are you diabetic? ___ yes ___ no Are you taking insulin? ___ yes ___ no Do you have low blood sugar? ___ yes ___ no Do you have a seizure disorder (epilepsy)? ___ yes ___ no Comments:
(Continued) Drug-Free Workplace Attachment: A-5
QUESTIONS FOR SUSPECTED SUBSTANCE ABUSE (Continued)
Name of Employee: ______
5. Do you have a cold? ___ yes ___ no If yes, are you taking cold pills? ___ yes ___ no If yes, are you taking cough medicine? ___ yes ___ no If yes, are you taking antihistamines? ___ yes ___ no Comments:
6. Are you taking any type of drug? ___ yes ___ no If yes, what kind of drug? Comments: (When? Where? With whom? How much?)
7. Did you drink alcohol or an alcoholic beverage today? ___ yes___ no If yes, when did you drink? Comments: (When? Where? With whom? How much?)
Printed supervisor’s name:
Supervisor’s signature: ______Date: ______Time: ______
Printed witness’ name: ______
Witness’ signature: ______Date: ______Time: ______
ROUTING: Original - Human Resources, Copy - Supervisor Drug-Free Workplace Attachment: A-6
OPINION BASED ON OBSERVATIONS AND QUESTIONING BY SUPERVISOR
Name of Employee: ______
1. Under the influence: ___ Potentially yes ___ Likely no
2. Fit for work: ___ yes ___ no
3. Recommended for drug/alcohol screen and medical assessment: ___ yes ___ no
If yes, ask the employee the following question: Would you submit to a medical assessment to include saliva, blood, breath, hair and/or urine test by St. Luke’s.
4. If yes,
a. Call Workplace Health (205-6677) during their regular working hours, otherwise call St. Luke’s Emergency Room (205-6990) to make arrangements for a confidential Drug/Alcohol Screen and escort the employee to Workplace Health or St. Luke’s Emergency room.
b. Have employee sign Agreement to Submit to Drug and/or Alcohol Screen.
c. Take employee or make appropriate arrangements for employee to be taken to the collection site for testing.
5. If the employee refuses to sign the agreement for testing, the employee should be told that a refusal to submit to a test is considered a “positive test”, and by refusing, he or she may be subject to further corrective action, up to and including termination.
Remarks:
Printed supervisor’s name:
Supervisor’s signature: ______Date: ______Time:______
Printed witness’ name: ______
Witness’ signature: ______Date: ______Time:______
ROUTING: Original - Human Resources, Copy - Supervisor
Drug-Free Workplace Attachment: A-7
AGREEMENT TO SUBMIT TO DRUG AND/OR ALCOHOL SCREEN
I have been informed that St. Luke’s Hospital, its affiliates or agents, based on my behavior and appearance, is concerned that I may have illegal drugs (including a drug not prescribed for me or being taken by me in a manner, other than as prescribed) in my system, or alcohol in my system, or may otherwise have violated St. Luke’s Hospital’s rules against drug and alcohol use, and that my ability to perform my duties is therefore in question; and, as a result, I have been requested to submit to a drug and/or alcohol screen by saliva, blood, breath, hair, and/or urine tests and medical assessment, which is to be administered by Workplace Health or St. Luke’s Hospital Emergency Room.
I have been informed and I understand that my agreement to submit to the requested alcohol and/or drug screens by saliva, blood, breath, hair, and/or urine tests is completely voluntary on my part, and that I have the right to refuse to submit to the test. I am aware and have been told that my refusal to submit to the drug and/or alcohol screen by saliva, blood, breath, hair, and/or urine tests and/or medical assessment may result in disciplinary action against me, up to and including termination.
I also have been informed and am aware and hereby authorize that the results of this drug and/or alcohol screen by saliva, blood, breath, hair, and/or urine tests and/or medical assessment may be released to the designated Human Resources Representative, other St. Luke’s Hospital officials and employees, as the Human Resources Representative and his/her designee may determine it is necessary to disclose such information. I understand that the information so released to St. Luke’s Hospital will be used to determine whether I have violated the St. Luke’s Hospital’s work rules concerning drug and alcohol use and that the results of such test(s) may form the basis for disciplinary action against me, up to and including termination.
I have read and understand the above information and have decided to voluntarily submit to the requested drug and/or alcohol screen by saliva, blood, breath, hair and/or urine tests and/or medical assessment by Occupational Health or St. Luke’s Hospital Emergency Room in recognition of this agreement, do sign this consent form. I acknowledge and agree that the samples given by me shall become the property of St. Luke’s Hospital, its affiliates or agents, and I hereby relinquish all rights to ownership and possession thereof.
Employee's Name (please print):______
Employee’s signature: ____ Date:______Time:______
(NOTE: A witness other than the supervisor who has requested that the employee submit to a drug and/or alcohol screen by saliva, blood, breath, hair and/or urine tests and/or medical assessment should sign the consent form.)
Supervisor’s name (please print)______
Supervisor’s signature ______Date__ Time ______
Witness’ name (please print)______
Witness’ signature ______Date ______Time ______
ROUTING: Original - Human Resources, copy - Supervisor Drug-Free Workplace Attachment: A-8
REFUSAL TO SUBMIT TO DRUG AND/OR ALCOHOL SCREEN
I hereby refuse to authorize testing of my saliva, blood, breath, hair or urine for alcohol and/or drugs. I understand that my refusal will require a review of the facts by management, which may necessitate discipline, up to and including termination.
I acknowledge that I will be suspended pending the outcome of this investigation.
Employee's name (please print)______
Employee’s signature Date Time
Supervisor’s name (please print)______
Supervisor’s signature Date Time
Witness’ name (please print)______
Witness’ signature Date Time
ROUTING: Original - Human Resources, copy - Supervisor Drug-Free Workplace Attachment: A-9 (pg. 1 of 2)
Agreement Between Employee and St. Luke’s Hospital (Agreement is modified by EAP specifically for each employee.)
I understand that St. Luke’s Hospital is a Drug Free Workplace environment. I further understand that having illegal drugs or alcohol in my system is potentially damaging to my work performance and/or safety to myself and others. I have violated the Drug Free Workplace Policy and voluntarily agree to the following:
1. I will follow and successfully complete all recommendations (if any) of a designated professional pertaining to assessment of drug or alcohol use, which may include but is not limited to, outpatient/aftercare treatment. By signing below, I hereby authorize the EAP counselor to contact and discuss my progress with my aftercare counselor.
2. I agree that the EAP may contact my supervisor regarding my condition and discuss any work-related issues as well as my progress.
3. I will contact the EAP as directed by my EAP counselor(s).
4. I understand that during my employment I am subject to unscheduled testing for the presence of alcohol and/or illegal drugs at St. Luke’s discretion. If I refuse to take such a test or test positive for the presence of illegal drugs or alcohol at any time in the future, I acknowledge that I will be subject to formal disciplinary action up to and including discharge.
5. I hereby agree that if I do not successfully complete any program recommended by the EAP, including both inpatient if recommended and outpatient aftercare, I will be in violation of my work agreement and subject to discharge.
6. I understand that my continued employment at St. Luke’s Hospital is based on my compliance with this agreement and all other policies and procedures of St. Luke’s Hospital. Any violations of the terms of this agreement or policies and procedures of St. Luke’s Hospital may result in termination of employment. I understand that work performance will be evaluated in accordance with the standards that have been established for St. Luke’s Hospital Employees. I understand that this agreement will be for a period of two years. This agreement is not a contract for employment and does not alter my status as an employee at will.
7. I acknowledge that in case of failure to complete the required program (if one is recommended), St. Luke’s may be obligated to report the same to the appropriate state licensing authority, and agree that St. Luke’s will make such reports as it deems necessary by applicable law and/or regulations.
8. I will sign all necessary releases allowing the exchange of information with St. Luke’s and any entity involved in the testing, assessment or treatment process.
By signing below, I acknowledge that I have read this Agreement, fully understand the terms hereof, and acknowledge that the statements contained herein are accurate.
______Employee Signature Date
______Department Management Representative Date
Drug-Free Workplace Attachment: A-9 (pg. 2 of 2)
Agreement Between Employee and St. Luke’s Hospital (Agreement is modified by EAP specifically for each employee.)
______Employee Assistance Representative Date
______Human Resources Date
Section: III-C Page: 27.00
ADMINISTRATIVE MANUAL
HOURS AND DAYS OFF WORK
POLICY
This policy has been established to allow employees of St. Luke’s Hospital approved time away from work during regularly scheduled hours for bereavement leave, jury duty, lunch and break periods, appointments, and voting time. Approved time off may be arranged according to the needs of St. Luke’s Hospital, its patients, or as mandated by Missouri and Illinois State Legislation.
PROCEDURES:
BEREAVEMENT LEAVE
Bereavement Leave is time off provided to attend a funeral or to attend to issues in preparation for the funeral or management of the affairs of the deceased. The Bereavement Leave policy follows the following rules and processes:
1. Employees will only be paid bereavement leave for days they are scheduled to work.
2. Employees must notify and obtain approval from their Department Director or Supervisor for Bereavement Leave.
3. All full-time and part time employees may be granted up to a maximum of three (3) consecutive calendar days (maximum of 24 hours paid bereavement time) in the event of a death of an employee’s immediate family member. Immediate family member is defined as a spouse, child, parent, grandparent, brother, sister, mother-in-law, father-in-law or dependent living in the employee’s household. Employees on 12 hour shifts may still take three consecutive days off, however the maximum paid bereavement time is 24 hours, so the third day would require use of ETO pay.
4. All full time and part time employees may be granted one day (maximum of 8 hours paid bereavement time) in the event of the death of an employee’s grandchild, aunt, uncle, brother-in- law, sister-in-law, great-grandparents, son-in-law, daughter-in-law, step parent (three days if employee lived with step parent), and step child (three days if child was raised by employee.) Employees on a 12 hour shift may still take the full shift off, but as the maximum paid bereavement time is 8 hours, ETO time would need to be utilized to the remaining 4 hours.
5. Employees wanting additional time off after using the allowed Bereavement Leave need to obtain manager approval and use available Earned Time Off (ETO) hours. Substantiation of funeral services may be required.
Administrative Manual Section: III-C Hours and Days Off Work Page: 27.01
JURY DUTY
1. All full time and part time employees of St. Luke’s who are called for Jury Duty will be given time off without loss of pay providing that they follow this procedure. Employees are required to present a copy of the summons to the Department Director or Supervisor in advance of the Jury Duty date. All employees will be paid their regular pay for any days scheduled to work while on Jury Duty. Employees will not be paid for serving on Jury Duty on scheduled days off. Employees may keep any moneys received by the courts for time served on Jury Duty.
2. Upon completion of Jury Duty, employees must obtain a statement of attendance from the court and submit it to their Supervisor. If a statement of attendance is not provided, pay will be adjusted.
3. The amount of Jury Duty paid by St. Luke's will be computed on the employee's current hourly rate. Employees working straight evenings or nights and receiving differential as part of his/her base rate will be paid at the normal rate including differential. Employees working rotating shifts will be paid at their normal base rate not including differential.
4. Employees working a night shift will be given paid time off for Jury Duty the night before the scheduled Jury Duty. However, these employees are expected to work their normal shift if they are not selected or scheduled during the day for Jury Duty. For example: Sunday night would be paid time off for Jury Duty on Monday morning. If Jury Duty ended on Monday, the employee would be expected to work as scheduled Monday night (11-7) or arrange time off other than Jury Duty.
LUNCH AND BREAK PERIODS
1. Lunch periods will be a half (1/2) hour. When needed, Department Supervisors may alternate lunch schedules in order to provide department coverage. Lunch periods are not to be skipped in order to make-up time or leave early unless supervisory approval is received.
2. Lunches are comprised of thirty (30) minutes of uninterrupted time. Responding to phone calls, pages or other work related communications is considered an interruption of the lunch period. In order to facilitate an uninterrupted lunch period, employees are required to hand off any work- related communication device to a qualified co-worker during the lunch period.
3. If a work related need would occur and interrupt the thirty (30) minute lunch period, and/or an employee is unable to take a lunch break, the employee must notify their manager that a “no lunch” occurred for that day. When a “no lunch” occurs, employees will receive pay for the thirty (30) minute lunch period.
4. It is the philosophy of St. Luke’s Hospital to provide break periods of no more than 15 minutes to its employees. However, workload or patient care needs may require that break periods not be Administrative Manual Section: III-C
Hours and Days Off Work Page: 27.02
granted. Break periods are not to be run concurrent with lunch or be cumulative to the beginning or end of a shift.
5. All employees who are required to clock in and out are required to do so when leaving the premises for lunch periods.
PERSONAL APPOINTMENTS
1. Employees should avoid scheduling appointments during their scheduled working hours. In those cases when appointments during the employee’s regularly scheduled work hours are unavoidable, time off must be approved by the Department Supervisor. Approved time off requires the use of available ETO hours. If a series of appointments must be scheduled, the employee should discuss the situation with the Department Supervisor prior to making the appointments (See FMLA and or Worker’s Compensation Policies).
2. Extended Sick Bank (ESB) cannot be used for routine medical checks or dental appointments. For specifics, please refer to the ETO and ESB Policy.
3. All employees who are required to clock in and out are required to do so when leaving the premises for personal time.
VOTING TIME
1. St. Luke’s shall comply with Missouri and Illinois State law by providing time off with pay to employees who request it in order to vote in a State or National election or any primary election held in preparation for such State or National election.
2. Employees who do not have three consecutive hours off duty when the polls are open will be allowed paid time off at the beginning or end of their shift. This will allow time off in which to vote as long as approval is obtained by the Department Head at least one day in advance of Election Day. Employees leaving the premises at any time to vote without specific permission will be in violation of this policy.
3. Authorized absences for the purpose of voting are not to be cause for disciplinary action and if employees vote, they are not liable for wage deductions on account of being absent from work.
4. St. Luke’s reserves the right to send a list of voting employees to the Board of Election Commissioners and if it is verified that the employees did not vote, their pay would be adjusted accordingly. In the event the employee requested time off to vote and then failed to do so, appropriate action may be taken.
Administrative Manual Section: III-C
Hours and Days Off Work Page: 27.03
CRIME VICTIMS
1. St. Luke’s shall comply with Missouri law by providing time off for employees testifying at, attending, or participating in a criminal proceeding.
2. St. Luke’s may not discharge or discipline an employee for attending a criminal proceeding or require any witness, victim, or member of the victim’s family to use ETO time, personal time, or sick leave for honoring a subpoena issued as a result of a criminal proceeding.
March, 1984 Revised: September, 1986 Reviewed: February, 1990 Revised: December, 1992 Revised: December, 1995 Revised: November, 1998 Revised: March, 1999 Revised: April, 2002 Revised: July, 2003 Revised: March, 2005 Revised: June 2006 Revised: November 2007 Reviewed: March, 2008 Revised: October 2010 Reviewed: April, 2014 Revised: March, 2017
Slide 1 ______
______Our Specialty is You
FACES ______
“The role you play” ______
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Slide 2 ______FACES and Our Mission Faithful to our Episcopal-Presbyterian heritage, and its ministry of healing, St. Luke’s Hospital is dedicated to improving the health of the community. ______
Using talents and resources responsibly, our medical staff, employees and volunteers provide care for the whole person with compassion, professional ______excellence and respect for those we serve. ______
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Slide 3 ______FACES and our Core Values Human Dignity ______Compassion Justice ______Excellence Stewardship ______
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______Slide 4 ______Patient Rights
• Refer to your patient rights handout ______*Dignity *Respect *Compassion *Courtesy *Cultural Diversity *Communication ______*Informed Decision *Privacy *Participate in Care *Safe *Choose Physician *Know Caretaker ______
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Slide 5 ______Patients have the Right to be Free from Abuse and Neglect
ABUSE ______• Intentional maltreatment of an individual that may cause injury, either physical or psychological. NEGLECT ______• The absence of minimal services or resources to meet basic needs of food, clothing, shelter, medicine and assistance with activities of daily living. ______
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Slide 6 ______Types of Abuse and Neglect * Physical ______* Emotional
* Financial Abuse / Exploitation ______* Self Neglect
* Sexual Abuse ______
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______Slide 7 Detection and Intervention ______
* If there is reason to suspect, or if abuse/neglect is disclosed for a patient of any age group: ______
*Contact Social Service and your Manager immediately. ______
* (A Social Worker is on-call 24/7 via St. Luke’s Operator or ADON) ______
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Slide 8 ______Exceptional Service ______
What’s your definition? ______
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Slide 9 ______Who defines Exceptional ______And Poor ______Service?
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______Slide 10 ______
How do you “tailor” ______the service you are providing for the patient, visitor, or co-worker? ______
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Slide 11 ______
A good rule of thumb to remember ______when tailoring service to anyone is . . . ______Perception!
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Slide 12 What about poor service? ______
* Failing to adequately communicate
* Showing a lack of empathy and sensitivity * Having no sense of urgency to meet basic needs ______* Complaining to the patient / customer about being short staffed
* Making excuses for why things can’t be done like saying “I don’t have time.” * Telling someone “It’s our policy…” or “It’s not our policy.”… ______* Ignoring patients / customers
* Failing to use Standard Precautions, Hand Hygiene and Respiratory Etiquette for any reason…”I don’t have time.” * Saying, “It’s not my job!”…”I don’t know.”…”There’s nothing I can do.” ______
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______Slide 13 ______What is FACES? ______FACES is a philosophy of customer service adopted by St. Luke’s that helps develop skills that ensure delivery of exceptional customer ______service. ______
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Slide 14 ______FACES at St. Luke’s
Friendly ______Available Caring ______Efficient Safe ______
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Slide 15 ______What about body language? ______
55% of what your patient, visitor, or co-worker will hear from your ______message will be non-verbal 45% of what they will hear will be verbal ______
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______Slide 16 ______Good Eye Contact ______
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Slide 17 When you DO speak . . . remember ______
* Listen Aggressively…not just to respond
* Use appropriate language and tone of ______voice Avoid the use of Jargon…Honey, Sweetie…Babe…
* Make sure people get the message. Check ______for understanding
* Protect issues of privacy and confidentiality ______
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Slide 18 When it goes wrong . . . ______
* Do not take the situation personally.
* Keep your emotions under control – Getting defensive or angry will make matters worse. ______
* Focus on the other person’s emotions. Be careful not to ask questions or make statements before the individual is emotionally ready to deal with the situation. ______* Always introduce yourself.
* Listen and show concern. Put yourself in the other person’s shoes, and ask yourself how you would be feeling. ______
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______Slide 19 ______* Always apologize… Apologize, regardless of the situation or who is at fault. Apologize even if you didn’t cause the problem Always say “I’m sorry…” not…”We’re sorry.” Make the apology a blameless apology. Apologize at the right time. ______Say it like you mean it. Do not place blame. * Address and consider solutions to solve the problem. ______* Take responsibility for the customer’s satisfaction.
* Be proactive, prevent the negative before it occurs. * Do not take the situation personally! ______
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Slide 20 Customer Service Standards ______Commitment Booklet
What is it? A detailed set of standards to assist you in providing exceptional customer service and living the mission and core values of St. Luke’s Hospital. ______
How does it work? It affords you the opportunity of knowing exactly what behaviors are required of you while you are on duty. ______Why? Because our patients deserve the very best you have to offer…and performing at the highest standards possible is the right thing to do. St. Luke’s Hospital is dedicated to providing services that consistently exceed the expectations of the customers we serve. ______
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Slide 21 ______Our FACES let the patients, visitors, and our fellow team ______members know . . .
Our Specialty is ______YOU!
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Benefits Enrollment Summary Benefit eligible employees (.4 fte or greater) will be able to select from the following benefits. All benefits are selected through Lawson Employee Self Service (ESS) during your on-line enrollment. All team members will need to enroll even if planning to waive any benefits.
Medical Plans Administered by United Medical Resources (UMR) through the United Healthcare Network (UHC) Basic Premium High Deductible Dental Plans Administered by HealthSCOPE Basic Premium Vision Plans Administered by HealthSCOPE Basic Premium
Coverage Options: Employee only, Employee + Spouse, Employee + Child, or Employee + Family
Documents required during enrollment: Spouse: Marriage License/Spousal Affidavit Form Children: Birth Certificate
Flexible Spending Accounts Medical Spending Account (Must enroll in Premium or Basic Medical plan) Dependent Care Spending Account (For childcare, children 13 or less) Health Savings Account (Must be enrolled in High Deductible Health Plan to be eligible)
Matched Savings Plan Administered by Fidelity Team members will be auto enrolled at 4% after 60 days. Matched at 1.25% if meet eligibility requirements of 1000 hours or more per year. PRN employees may enroll.
Voluntary Benefits Legal Insurance through ARAG Critical Illness Insurance through VOYA Accident Insurance through VOYA
Life Insurance Benefit (UNUM) One time your annual salary is provided by St. Luke’s Supplemental Life Insurance (Annual Salary) 1x, 2x, 3x, if choosing 4x– must complete UNUM Life Application) Supplement Life Dependent Coverage Opt 1: 20,000/spouse; 10,000 child Opt 2: 5,000/spouse; 2,500 child
Long Term Disability (Prudential) Basic coverage is provided for full time employees with greater than 1 year of service Basic (1st Year) Premium
Additional information is in the 2018 Benefits Summary Book.
Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks
AAA Auto Club of America Discounted Rated for St Luke’s Employees Contact: Brittni Davis at [email protected] or ..\Flyers\AAA Flyer 1-2018.pdf 636-751-0271
Checking is FREE at American Eagle Credit Union FREE Debit Card, FREE Online Access, FREE Online Bill Pay, Free Mobile American Eagle Credit Union Visit www.ameaglecu.org Access, NO Monthly Fee, NO Minimum Balance. It’s fast and easy to open your new FREE Checking account
AT&T Receive a 25% discount off two-year plans; mention FAN# 3625997 to receive Contact Customer Care at 800-331-0500 or call #611 from your AT&T discount from local store. Must bring in paycheck stub to set up discount phone for more information
www.bankofamerica.com/bankatwork Bank of America at Work Program $50 cash incentive bonus opportunity, complimentary 3x5 safe deposit box For more information visit or call Creve Coeur-314-284-8500, Baxter 636- 394-5502 Manchester 636-394-9808
Best Touch St. Luke's Hospital employees receive a 10% discount on labor only Contact Brad at 636-825-1399-Valley Park location Minor Auto Body Must mention that you work for St Luke’s when you call
Bi-State Bus Pass/Metro Link Cost Regular Fare $78.00 Reduced price $50.00 Purchase in Human Resources – Must reserve 1 month in advance – Sr. or Disability $39.00 Reduced price $20.00 available only to Full time and Part time (.4 and above) only Only available thru payroll deduction
Contact: Joey Bargetti Brinton Vision Ocular Analysis fee will be waved for St. Luke’s employees 314-375-2020 Brinton Vision ($120 value) 555 N. New Ballas Rd; Ste. 310 St. Louis, MO 63141
CDLC Day School 10% Discounts off regular tuition Eileen Frank – 314-275-8800
10% off Tuition Centre At Conway 13725 Conway Road Enrollment fee waived for St. Luke’s Employee’s Nera Perisic 314-434-3300
St. Luke's Hospital employees receive a 20% discount off regular priced scrubs Choice by MPG Contact is Mark Braman – (636) 386-2060 10% off shoes and accessories
Discount on FULL ACCESS corporate membership. $0 Enrollment + No Contract! Only $9.99 annual fee. $19.99 monthly per person (employee and Contact: 1-866-551-2582 with questions or visit Clubfitness.us/stlukes family). Enroll online at www.clubfitness.us/stlukes. The St. Luke’s discount will automatically be applied to your Full Access corporate membership online. Once P:\Flyers\St Luke's Flyer Pass 2018.pdf Club Fitness enrolled, simply stop by any of the 24 St. Louis Club Fitness locations to pick up your membership card. To enroll in person, visit any Club Fitness location. You must present proof of employment, when enrolling in the gym, to receive the St. Luke’s corporate discount.
Rev 2/18
Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks Membership Includes: Unlimited access to all 24 Club Fitness locations, Free Child Care, Free Group Exercise Classes, Free Tanning, Free Massage Chairs, Cardio Theater, 24 Hour Access, Smoothie Bar, One Free session with a personal trainer, State-of-the-art equipment, and more…
Coolsculpting Call Dr. Scott Geiger at Chesterfield Plastic & Reconstructive Surgery at Call office to check for discounts available Dr. Scott Geiger 314-205-6420 to schedule a free consultation
Benefits Banking: Discounts on Loan Rates-Higher deposit Rates-Free Mobile Contact: Foster Sqrow Commerce Bank banking and alerts and much more 314-746-5081
Costco Annual Membership: $60 for Gold card-Receive a $10 Costco cash card Contact: David Coleman or Stacy Parker – 636-686-7418 x257 or at $120 for Executive card-Receive a $20 Costco Cash card and 2%cash back on [email protected] or [email protected] purchases
Dell Computers Up to 30% off select systems, discounts on thousands of electronics and To chat/shop: www.Dell.com/mpp/stlukesstl accessories. Open enrollment into Dell Advantage - 5% eGift-card and free 2nd Or call 1-888-243-9964 and reference Member ID: HS129443923 business day shipping (enroll at www.Dell.com/mpp/stlukesstlAdvantage
Located: 16897 Chesterfield Airport Road Digital Doc Discounts for services on all your personal electronic devices Chesterfield, MO 63005 636-333-1563
Drury Plaza Hotel - Chesterfield Employee Discount on Hotel Rooms Contact Ashley Brendel at Corporate code: 308034 800-378-7946
https://www.druryhotels.com/bookandstay/newreservation/0121?corpid =308034
Employee Assistance Program Counseling for employees and family members at no charge. 1-800-413-8008
Extended Stay America Discounts on Rooms-varies on location http://www.extendedstayamerica.com/?CompanyCode=EASLH Contact: Donna Nichols 314-209-1011 [email protected]
Order forms available on the Intranet, Human Resources department under Family Arena – St. Charles Various discounts on events Discounted Events
Discount for Auto and Home Farmers Insurance Group Contact: Julie Gillani 636-536-6700 Need to mention you are a St Luke’s employee when you call
Fifth Third Bank Contact: Kathy McElroy 314-889-3312 Free ATM usage, $150.00 cash back for new account w/ direct deposit Membership Advantage Program [email protected] Also provide a Dr’s program 10% Discount on Service Firestone Complete Auto Care Lube, Oil, Filter change (most Cars) $21.95 Good at St. Louis District Locations Fleet tire pricing at 10% over cost plus ½ price for mounting-balancing-stems Call Jeff at 636-346-3386 Flu Shots Yearly Flu Shot-no charge to employees! Administered in the Occupational Health Department. 20% Discount on Flowers log on to: www.fromyouflowers.com/stlukes From You Flowers Contact person: Lionel Ortiz 860-395-5730 or call 800-838-8853 and enter code 1392
Rev 2/18
Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks
Contact Dennis at 314-922-7777 25% off Windshield Rock Chip & Long Crack Repairs GLAS-TEK WINDSHIELD REPAIR Be sure to mention that you are a St Luke’s employee to receive discount 100% Lifetime Guarantee – Free mobile service www.bestwindshieldrepairstlouis.com
HoneyBaked Ham 10% off Ham/Turkey Orders Offer valid at St Louis area stores. Call 636-391-0800 (Christina) with any questions. See “Area Hotels” listing via the Intranet Additional information on “Area Hotels” can be acquired through our Hotel Discounts Prices and services vary Customer Relations Dept: Call 314-205-6655.
Hospital Wellness Classes Variety of wellness related topics and classes Schedules available in the Education department
Employee Discount on Hotel Rooms Hyatt Place St. www.hyattplacestlouischesterfield.com Contact: Melissa Robben 636-536-3503 Louis/Chesterfield Corporate code: 06178 Complimentary shuttle 7 am – 7 pm 3.8 miles from St. Luke’s
2 Millstone Campus Drive 1680 Baxter Dr St Luke’s Employees receive 10% off membership fees St. Louis, Mo 63146 Chesterfield, Mo 63305 Enrollment fee is waived for St Luke’s employees Jewish Community Center Fitness Classes offered - call for times and cost Contact: McKenzie Parks 314-442-3181 or [email protected] 314-442-3181
877-747-2492 or Learning Care Group Mylearningcaregroup.com/hospitals Daycares 10% discount for St Luke’s employees For more information
Corporate Partner Pricing: New vehicles at dealer invoice, great prices on pre- Lou Fusz Automotive owned vehicles; a FREE CarPass maintenance package with every vehicle purchase http://www.fusz.com/Corporate-Partner-Program.html 10% off Service and Parts, 15% off Vehicle Improvement Products Contact Catherine Peacock @ 314-595-2993 or [email protected]
Employees receive 10% off of tuition Lucky Lane Nursery School 12546 Conway Road Contact: Carly Purdy Creve Coeur, MO 63141 314-434-4462
Medical Library-St Luke’s Available to all employees, access to library data bases Angela Spencer @ 205-6179 Access to research for school
Met-Pay Home and Auto Insurance Discounts on your Home and Auto Insurance Contact Met Pay Direct at 1-800-438-6388
MOST Missouri Missouri Savings for Tuition program Packets available at Human Resources or via the HR page on the Intranet Tax-free higher education savings program for your children under Benefits Related Information.
New Balance St. Louis 10% off Regular Priced Purchase, will measure and fit you with quality Athletic Contact # 314-872-2929 x4 shoes Visit their 3 locations: Creve Coeur, Richmond Heights, or Fairview Heights Must present Employee Badge at time of checkout
Rev 2/18
Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks
Nothing Bundt Cakes BOGO ( Buy one get one free) on Bundtlet size cakes Contact: Penelope or Janette at 636-220-6021 $3.99 value
PNC WorkPlace Banking Free ATM transactions, no fee debit cards, performance checking and virtual Contact: Jaimee Hartman @ [email protected] or wallet, must have direct deposit. 314-898-1282
Contact: Nicole Farley or Sara Gonyaw LightRX Face and Body Ask about the $500 package discount 502-425-8820
Professional Car Care 10% Employee and Family Discount 314-678-7790 Jessica Dwyer Minor Auto Body
Promotion Code: SM1701 Raging Rivers Discounted Tickets
Children 2 & under are FREE
Purchase in Human Resources Regal Cinemas Premier Tickets $9.00 each – Some restrictions may apply Cash, check and payroll deduction is available!
Contact: Kiley Herndon Ride Finders Share a ride program 618-974-0283 or 618-797-4600
Account needs to be set up thru Treasury Direct website first and then fill out Savings Bonds Payroll deduction available for Series I and EE Bonds payroll deduction form with that routing and account number and amount.
Scottrade Center Various discounts on events Order forms on the Intranet via Human Resources department/ List of Events.
Scrubs and Beyond St Luke’s Hospital employees receive a 20% discount off regular priced scrubs Contact: Erin Ronan @ 314-218-0147 Online Sales Available
SDC-2018 2018 - Adult 1-day pass - $59.38 Child 1-day pass - $49.33
Child – ages 4 -11 Silver Dollar City Discounted Adult/Child Day and Season Tickets For Season passes take ticket to Guest Services for discount to
White Water tickets and Showboat Branson Belle upgrade, can only upgrade with a promo bought one day ticket Tickets also available online Available Online only at: http://store.silverdollarcity.com St Luke’s Promo Code: 22583
special Ticket Link: Discounted Day and Season Tickets Six Flags – Hurricane Harbor Children aged 2 and under - Free https://sixflags.com/partnerlogin?m=6250 UserName: STLUKESSL Password: SixFlags8
Rev 2/18
Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks
Sprint Receive a 22% discount For Information call 888-211-4727 Corporate Code HCANT_SLH_ZZZ
St Louis Community Credit Union Various discounts for employees Contact: Major DeBerry at 314-814-2611
Discount on three games for 2017 Contact: May 6th, August 13th, September 19th St Louis Football Club Jeremy Cowen https://goo.gl/bmE24L 636-651-0301 Code: STLUKES
FREE for all St. Luke’s Employees Sign-in at the Fitness Center. St. Luke's Hospital Fitness Center Located in WMOB and at Desloge Center Classes available for an additional charge Employees receive 10% discount on massages Receive a 15% discount T-Mobile 1-866-464-8662 Promotional Code: 25433tmofav
15% Discount off total bill TGI Friday’s Creve Coeur location only Contact: Zach King – 314-878-2220 Will need to show Hospital badge to receive discount
Nanny and Childcare Services Contact Maria Goggio at 314-725-5660 TLC For Kids $25 off a one year membership www.tlcforkids.com $250 off a full-time nanny placement
Bring in last pay stub and ID, contact Matt Struemph @ The Pointe at Ballwin Commons 20% Lower than the Regular Rate, No joining fee 636-227-8950 for more information
The Walking Company 15% off full price purchases with valid proof of employment Closest store locations: Chesterfield Mall & St. Louis Galleria
Receive a 22% discount on plans more than $34.99 Employee discount verified by using hospital email on their link Verizon Contact person: Jessica Lord 314-791-8254
VPI Pet Insurance Received 5% discount (up to 15% w/ multiple pets) http://www.petinsurance.com/affiliates/stlukeshospital
Purchase in Human Resources Wehrenberg Theatre $8.00 each Cash, check and payroll deduction is available!
Contact Brittni Brandwein Wellbridge Athletic Club & Spa Receive Discounts on Enrollment Fees, Individual Dues and Couples Dues at the 636-207-3005 or [email protected] Town & Country location
Rev 2/18
Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks Incentives Values Benefits Savings Perks
Contact: Jonathan Grush – 314-421-8869 http://www.ymcaoftheozarks.org/corp-discounts YMCA Discounts also available for YMCA Trout Lodge
Rev 2/18