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Employee Handbook

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Employee Handbook WELCOME TO Employee Handbook January 2018 Welcome! We welcome you to the Robert Wood Johnson University (RWJUH) family. Our mission is to provide the highest quality patient care, education, research and community outreach in a supportive environment that enhances the well-being of everyone we serve. As New Jersey’s premier Academic Medical Center, which includes both New Brunswick and Somerset campuses, we provide an expansive range of healthcare services. As a sophisticated academic medical center, we treat the most severely ill patients from around the state and even the country. The excellence that we achieve is a result of the dedicated efforts of each member of the Robert Wood Johnson University Hospital staff. It is our growth as individuals and caregivers that contribute to the overall growth of our Hospital. Quality patient care depends upon the attitudes of the people who work here. No matter what your job may be, your ability and demeanor are crucial factors in assuring the well-being of our patients. This handbook is written to acquaint you with RWJUH policies. If you have any questions regarding your specific position expectations, be sure to speak with your supervisor. The Human Resources staff is always available to assist you throughout your employment at RWJUH. Again, we welcome you to New Jersey’s premier Academic Medical Center. We hope that you will view this new opportunity as one of the most rewarding of your career. OUR COMMITTMENT RWJUH is committed to recruit & retain the most qualified individuals for employment without regard to age, race, creed, marital status, sex, religion, national origin, sexual orientation, disability (with or without reasonable accommodation), genetic information, military or veteran status or other characteristics protected by federal, state and local law. This shall also apply to actions including, but not limited to, compensation, benefits, transfers, promotions and demotions, leave of absences, training, education and recreational programs. In accordance with our policy of equal opportunity for all, the Hospital is committed to seeing to it that all employees are given the opportunities to attain their employment goals. DIVERSITY AND INCLUSION RWJUH is committed to providing an environment that encourages the talents and recognizes the uniqueness of each employee and patient. We believe a diverse workforce will help RWJUH interact effectively with a culturally diverse community in achieving our primary mission of providing the highest quality patient care. We operate on the fundamental belief that individual and cultural differences are a reality, and that such differences will produce better ideas, quality service and a genuine competitive advantage. Believing that diversity and inclusion are important organizational values, RWJUH has an Office of Diversity, which supports these values and serves as a resource to our employees on issues related to cultural and other differences. 1 DIVERSITY AND INCLUSION VISION STATEMENT Diversity at RWJUH is representative of our patients, employees, physicians and the community we serve. In our pursuit of excellence, we are committed to and celebrate the uniqueness of all individuals through acceptance, inclusion, education and respect. At RWJUH, we believe that every individual contributes to the fabric of our organization. EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION RWJUH is strongly committed to the principles of Equal Employment Opportunity and Affirmative Action. The hospital demonstrates this commitment through a policy of providing equal employment opportunities and by not discriminating against any employee or applicant based on race, color, religion, creed, age, marital status, gender or gender identity, citizenship status, national origin, sexual orientation or expression, ethnicity, military/veteran status or disability which can be reasonably accommodated without undue hardship, or any other classification protected by law. All selection decisions are made consistent with the Equal Employment Opportunity principle and the hospital’s current Affirmative Action Plan goals. The hospital’s policy of non- discrimination applies to recruiting, hiring, training, transferring, promoting, assignments, compensation and all other personnel decisions. All complaints of discriminatory treatment in violation of this policy should be made to your supervisor or the Human Resources Department, so that an investigation may be undertaken. Appropriate disciplinary or other action will be taken to address any wrongdoing that may be found upon the conclusion of the investigation as it relates to the discrimination policy. HARASSMENT FREE POLICY It is the policy of the Hospital to maintain a working environment which prohibits illegal, unwanted and/or sexual harassment, or other forms of harassment among its employees based on any protected status. The intent is to provide a system for the harassed employee to seek assistance, thereby allowing the Hospital, as the employer, to take immediate and appropriate corrective action against such misconduct. Employees are directed to contact their supervisor promptly, or Human Resources if the incident occurred at a supervisory or managerial level. However, under no circumstances do you need to report this to your supervisor. The Human Resources Department is responsible for overseeing, and in some cases, conducting a confidential investigation. ORIENTATION AND IN-SERVICE PROGRAMS New employees receive a general orientation as well as an individual orientation to their departments (as needed). In addition, ongoing in-service and education programs are available as deemed appropriate. If you have questions about your job or Hospital policy, speak with your supervisor. If the supervisor is unable to answer your questions or further explanations are needed, you should contact the Human Resources Department. 2 YOU AND THE HOSPITAL’S IMAGE The Hospital’s image in the community is very much affected by the appearance and conduct of every employee. Please remember that patients and visitors are our guests and should be treated with courtesy and friendliness as described in the Patient Bill of Rights and Employee Code of Conduct. So that patients will not be disturbed, all unnecessary noise or loud talking must be avoided. When visiting a family member or friend hospitalized here, employees must observe all visitor regulations; otherwise employees should not be on the premises during hours when they are not scheduled to work. EMPLOYEE CLASSIFICATION Employees of RWJUH are classified as follows: 1. Regular full-time – regularly scheduled to work 80 hours per biweekly pay period. 2. Regular part-time – work a regular schedule, consisting of 32 or more hours per biweekly pay period. 3. Per diem – do not have a regular schedule, or work on an as needed basis. 4. Temporary – hired for a specific assignment or project, which usually will not exceed one year. EMPLOYEE IDENTIFICATION All employees of RWJUH are issued an employee identification badge by the Safety and Security (Public Safety) Department. The badge must be worn and displayed at all times while on duty. Some employees will be issued a name tag in addition to an identification badge. It is important that patients and visitors be able to easily identify the name and position of every staff member they meet. LICENSURE An employee who works in a position requiring state licensure or other registration/certification must present a valid, license to his/her department head for verification. The Hospital also verifies all licenses with the primary source. EMPLOYEE RECORD CHANGES Confidential up-to-date records on each employee are maintained in the Human Resources Department. All employees are required to update any changes in their name, address, telephone number, marital status, family composition, etc. preferably by accessing employee self-service on Lawson System. Other changes should also be reported to the Human Resources Department. PERSONAL APPEARANCE AND UNIFORMS 3 You may be required to wear a uniform. Some positions also require protective clothing. Your supervisor will advise you of departmental uniform regulations. You will be expected to practice good personal hygiene. If you are not required to wear a uniform, suitable and appropriate business attire determined by your supervisor must be worn. Our expectation is simply neat, clean and professional. Clothing such as jeans, non-work related tee shirts and thong type sandals will not be acceptable dress for any department. PAYROLL AND PAY DAY The work week is defined as seven (7) consecutive days commencing on Sunday and ending the following Saturday. For employees of the New Brunswick campus only, night shifts, in their entirety, are credited to whichever day holds the majority of the hours. Employees are paid on a biweekly basis which is every other Thursday. It covers the previous 14 day period, ending on Saturday. For your protection, no one other than yourself may pick up your paycheck without written authorization. In addition to those payroll deductions required by law, such as Social Security, Federal and State income tax, you may authorize, in writing, additional deductions for the Credit Union, and other approved benefit programs. Direct deposit of your paycheck to any bank that participates in the Automatic Clearing House (ACH) can be arranged. Contact Payroll for details. The Hospital is required by law to comply with all court orders for garnishments. Under normal circumstances,
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