SCHOOLCRAFT MEMORIAL HOSPITAL
EMPLOYEE HANDBOOK

OCTOBER, 2003

INTRODUCTION

Schoolcraft Memorial Hospital is a county-owned hospital for the people of Schoolcraft County and the surrounding areas. The Hospital was created under Public Hospital Act 350 of the State of Michigan. The Hospital is self-supporting and does not receive any county funds.

Schoolcraft Memorial Hospital is governed by a Board of Trustees consisting of nine (9) members appointed by the Schoolcraft County Board of Commissioners.

This Hospital is used solely to provide the best medical and surgical benefits to people of our community. You, as part of the Hospital, are expected to give the best you have to create good medical care and comfort to the patients.

This company is committed to hiring employees through sound practices and reputable sources without regard to race, color, age, religion, national origin, sex, sexual preference, or disability. It is committed to practices which conform with the spirit and intent of all applicable legal standards.

The Hospital is one unit of a community which is needed to provide adequate medical and surgical care and patient service to the people of a community.

As employees of Schoolcraft Memorial Hospital, we must keep the following in mind:

The patient comes first. Our hospital promises our community to render the best medical and surgical services available anywhere. We must all be concerned with the patient, regardless of our position. It takes only one person to destroy the community’s confidence. Poor attitude toward the patient, improper conduct, careless remarks and indifference to mistakes on the part of one employee can undo anything which we as a group have built. We must provide service, courtesy, thoughtfulness, and understanding to all patients in our hospital. We should treat them as if they were one of us. Remember! You may be a patient in the Hospital some day yourself!

CONFIDENTIALITY:

It is the purpose of Schoolcraft Memorial Hospital to protect the confidentiality and privacy of all patients.

The patient has a legal right to privacy concerning his/her information and medical record. It is the obligation of the employees to uphold that right. For this reason, no member of

Schoolcraft Memorial Hospital may in any way or to anyone violate this confidentiality except with the written consent of the patient and his/her attending physician and in accordance with Schoolcraft Memorial Hospital policies, rules and regulations.

Failure to abide by this may result in immediate dismissal.

Refer to Hospital-Wide Policies #1-37HP.

RESPONSIBILITY

As part of our hospital staff, you must do your best to carry your share of responsibility, as the outcome of everyone depends on the care and service the patient will receive. You must appear to work on time and give wholehearted attention to your job.

As part of the Hospital staff, we must have certain rules and regulations which help us work together successfully. Because the staff to which we belong is concerned with human life, our responsibility is to help save and preserve it. Some of the rules and regulations that we must follow are necessary and more exacting than on other jobs. The patient’s interest comes first, his/her welfare gets first consideration, and his/her needs your prompt action. For their sake we shall accept these restrictions.

RULES AND REGULATIONS

It is your responsibility to abide by all rules and regulations set forth by Schoolcraft Memorial Hospital policy.

CO-WORKER RELATIONSHIPS

It is imperative that we make every effort to work well with our co-workers. There are times when friction may arise between you and another employee. Do all in your power not to let this situation carry on and become apparent to others. If you find this impossible to do, then it is your duty to talk this over with your department head. If you are still dissatisfied, you should request to meet with the Chief Operating Officer.

EQUAL OPPORTUNITY POLICY

It is the policy of Schoolcraft Memorial Hospital to hire job applicants and promote employees that it believes to be the best qualified. Employment selection and all other employment decisions are made without regard to race, color, creed, religion, national origin, sex, disability or handicap, age, height, weight, veteran status, marital status, or any other reason prohibited by law.

AT WILL EMPLOYMENT

Your employment with Schoolcraft Memorial Hospital is “at-will” which means that your employment can be terminated with or without cause, and with or without notice, at any time, at the option of either Schoolcraft Memorial Hospital or yourself, except as otherwise provided by the law.

Employees covered under a collective bargaining agreement are subject to the terms of that agreement.

FACTS ABOUT YOUR EMPLOYMENT

Employment:

The following are classifications of employment at Schoolcraft Memorial Hospital:

1. Full-time employees: An employee who is scheduled to work eighty (80) hours or more per two (2) week pay periods.

2. Part-time employees: An employee who is scheduled to work less than eighty (80) hours over two (2) week pay periods.

3. Per-Diem employees: Persons hired to work on an as needed basis.

4. Temporary employees: Persons, such as students, hired for summer vacation work or for other brief periods shall be considered temporary employees.

*Bargaining Unit Employees: Refer to specific section of your respective Bargaining Unit Agreements.

Post-Offer Requirements:

Upon hiring, the Human Resources office will provide the employee a post-offer packet of information which includes, but is not limited to: pension information, life insurance forms, tax forms, BCBS insurance information, hospital benefit forms, and SMH policies.

Employees are required to complete all paperwork and return the information to the Human Resources department prior to the first scheduled day of work.

In addition to the Human Resources post-offer paperwork, new employees are required to attend a post offer orientation. The Human Resources Director, Building Services Director, Medical Records Director, Rehabilitation Services, Medical Control and Infection Control Coordinator will document completion of all required areas. Completed forms are kept in the employee’s personnel file in the Human Resources department.

Post-Offer Physical:

After a new employee has been selected, the Human Resources office will schedule the post-offer physical examination, laboratory work, and radiology work required by the institution at a time convenient for those concerned. Laboratory work may include serology, a complete blood count, a coronary risk profile, drug screen and a urine. Rubella Titer is also required for women of childbearing age, unless they have previously been vaccinated, sterilized or etc. The employee is also required to have a back x-ray in the Radiology department and a tuberculoses skin test in the Infection Control Department.

Post-offer physicals, tests and x-rays will be paid for by the hospital. When the work is completed and the employee satisfies these requirements, the Human Resources office will notify the department head so that the new employee may be scheduled for work. Test results are kept confidential.

Identification:

The Human Resources department will distribute a name tag to all employees of the Hospital. Your name tag should be worn in the area of your breast pocket at all times during your work day. Employees who lose their name tag will be charged a $5.00 reprocessing fee. Please contact the Human Resources department for a replacement.

Time Cards and Time Clock:

Schoolcraft Memorial Hospital has two time clocks in the building available for employee use. One time clock is located across from the entrance to the cafeteria, and the other in the lower level of the doctor’s building across from the Administration Office. All employees are required to punch the time clock when they come on duty and when they leave after their shift is completed. An employee shall not punch in/out earlier than fifteen (15) minutes before/after his/her shift begins/ends. If it is necessary to stay at the hospital, the employee should go to the lounge or cafeteria until the time he/she leaves. No additional Hospital work shall be performed unless authorized by the department head or designate.

If there is a necessity to leave the Hospital during working hours, the employee must get permission from the department head or the Administrator. Employees must punch the time clock going into and out of the building.

Employees are required to punch the time clock prior to and immediately following the thirty (30) minute unpaid lunch period.

At absolutely no time is it permitted for you to punch another employee’s time card or for another employee to punch your time card. If this is done, disciplinary action may be taken, up to and including, immediate termination.

Your time card is the official record of your work and is the basis for computing your wages. Carefully check that your time card is recorded properly. Any failure to punch your time card must be reported to your department head.

Shift Differential:

Shift premium shall be paid to all employees who work either the afternoon or night shift. The afternoon shift will be paid an additional twenty-five cents ($.25) per hour for hours worked between 3:00 P.M. and 11:30 P.M., providing a minimum of (3) hours are worked during these hours. The night shift will be paid an additional forty-five cents ($.45) per hour for hours worked between 11:00 P.M. and 7:30 P.M., providing a minimum of (4) hours are worked during these hours.

*Bargaining Unit Personnel refer to your respective Bargaining Unit Agreements.

Overtime:

If an employee works more than eight (8) hours in a twenty-four (24) hour period or more than eighty (80) hours in a two week period (12:01 A.M. Sunday to 11:59 P.M. Saturday), he/she shall be paid for such overtime hours at one and one-half times his/her regular straight time hourly rate; provided, however, that the Hospital’s current policy regarding the payment of overtime and deductions for tardiness shall continue in effect. Such policy is that overtime is paid in increments of fifteen (15) minutes, and that an employee is not beyond the normal eight (8) hours. In no event will an employee be scheduled for more than six (6) consecutive work days without the employee’s approval. All overtime must be authorized on the overtime sheet. If overtime is not authorized it will not be paid.

The Hospital will not change work schedules in an attempt to circumvent the payment of overtime. There shall be no pyramiding of overtime; that is, overtime payment shall not be duplicated for the same hours worked.

When the Hospital calls in a full-time employee to work on a scheduled day off, such employee shall be paid at one and one-half (1-1/2) times his/her regular hourly rate (minimum two (2) hours).

If two (2) employees in the same classification desire to exchange their scheduled work days they shall be allowed to do so, provided that such exchange is approved by their supervisor and provided that such exchange does not result in the payment of overtime to any employee.

*Bargaining Unit Personnel refer to your respective Bargaining Unit Agreements.

Payday:

All employees are paid every two (2) weeks, and thus receive twenty-six (26) paychecks during a full calendar year. You will be paid every other Friday at 7:30 A.M., for the pay period ending the previous Saturday, midnight. If by any chance an error has been made in your paycheck, it is your responsibility to immediately inform the Payroll department of the error.

If there is a shortage of one day’s pay or more in an employee’s paycheck, the Hospital shall make up the difference on the next business day after notification by the employee of the mistake. If there is a shortage of less than one day’s pay, the Hospital shall make up the difference on the next payroll check.

Each employee is requested to pick up his/her own check. If you must have someone else pick up your check, you must send a note dated and signed by you authorizing the Hospital to release the check. If you want your check mailed, please notify the Administration Office.

Pay Advance:

If a regular payday falls during an employee’s vacation, they will have the option to be paid for vacation time in advance, provided the employee notifies the Payroll department one (1) week in advance of the previous pay period.

Payroll Deductions:

Arrangements for payroll deductions to the local credit unions or local banks, may be made by contacting the Payroll Office.

It is possible to direct deposit your entire check into the bank or credit union. Those employees wishing to do so should contact the Payroll department.

Performance Evaluation:

At the end of your first (60) working days of employment, you will be given an evaluation. Thereafter, evaluations will occur annually. During each evaluation your department head or supervisor will privately discuss with you your work performance. At the conclusion of this conference, you will be asked to sign your evaluation as an indication that you have seen it and that it has been reviewed with you.

Transfers & Promotions:

The Hospital recognizes the desirability of filling vacancies or newly created positions with employees wishing to take such jobs. Accordingly, the Hospital will post a notice of any vacancies or newly-created positions which may arise. Such notices will remain posted in a conspicuous place for at least five (5) days. Application should be made by any employee desiring to fill the vacancy or newly-created position by contacting the Human Resources department and signing a posting slip for the position. Of the applicants, the Hospital shall select the one with the greatest seniority except where one of the applicants is outstanding because of his/her education, training, prior work experience, etc. The Hospital may select such outstanding applicant regardless of his/her seniority. When the Hospital determines none of the applicants are qualified, the Hospital may hire new employees to fill such vacancies or newly-created positions.

Temporary assignments of three (3) weeks for less for the purpose of filling vacancies of employees who are on vacation, absent because of illness, etc., will be made by the Hospital. Employees temporarily assigned to work in a higher classification shall be paid the rate for such classification while they are so assigned. Employees temporarily assigned to work in a lower classification shall be paid their regular rate.

*Bargaining Unit Employees: Refer to specific section of your respective Bargaining Unit Agreements.

BENEFITS PROVIDED FOR OUR EMPLOYEES

HOLIDAYS:

The Hospital recognizes the following holidays:

New Year’s Day Thanksgiving Day
Memorial Day Christmas Eve
Fourth of July Christmas Day
Labor Day

An employee who is scheduled to work on a holiday shall be paid at one and one-half (1-1/2) times his/her regular, straight-time hourly rate for hours worked on the holiday.

PAID TIME OFF:

Definition of Paid Time Off:
All benefit hours (vacation, personal, sick and holiday) will be combined as a consolidated accumulating bank of Paid Time Off (PTO).

Accrual:
Paid Time Off will begin accruing for permanent full-time and permanent part-time employees during the first full pay period. However, PTO will not be available for use until completion of 120 calendar days of employment, or completion of the probation, whichever occurs later.

Maximum PTO accrual will be 400 hours. Any hours earned that go above the 400 allowable hours will be lost. No additional hours will be accrued until the balance falls below 400 hours. There will be no payment for PTO time that is not taken. PTO will accrue on the following basis:

Years of Service Annual PTO Hours PTO Accrual Rate Per Hour
Zero (0) thru Four (4) yrs 184 .08846 per hour
Five (5) thru Nine (9) 232 .11154 per hour
Ten (10) thru Seventeen (17) 272 .13077 per hour
Eighteen (18) – Twenty-four (24) 312 .15000 per hour
Twenty-five(25) – Twenty-nine (29) 352 .16923 per hour
Thirty (30) or more 392 .18846 per hour

Access:
Paid Time Off may be used after 120 calendar days of employment, or completion of probation, whichever occurs later.

Rate of Pay:
Approved PTO hours will be paid at the employee’s base rate exclusive of any shift differentials and premium pay, and will be paid in the pay period for which PTO hours were approved and taken.

Scheduling of Paid Time Off:
The scheduling of PTO will be dependent upon the operational and staffing needs of the department, and at the discretion of the department director.

Up to 32 hours of PTO per year may be taken with a twenty-four hour advance notice for personal reasons. In the case of circumstances outside the employee’s control, less than twenty-four hours advance notice is acceptable.

Short-Term Disability:
Employees who are receiving Short-term disability benefits may use PTO to supplement the Short-term disability benefits.

An employee who exhausts PTO during an approved Short-term disability leave will not lose health insurance benefits while Short-term disability benefits are being paid.

Worker’s Compensation:
Employees who are receiving workers’ compensation benefits may use PTO to supplement the worker’s compensation wage loss benefits.

Pay-Out:
1. In case of retirement, and provided at least two (2) weeks notice is given by the employee to the employer, all earned PTO benefits shall be paid to the employee.
2. In case of voluntary termination, and provided at least two (2) weeks notice is given by the employee to the employer, all earned PTO benefits shall be paid at the rate of 100% to the employee.
3. In case of death, all earned PTO benefits shall be paid to the employee’s beneficiary (as named and filed in the Human Resources office).

*Bargaining Unit Employees: Refer to specific section of your respective Bargaining Unit Agreements.

Short-Term Disability:

A Short-Term Disability program is provided for all permanent full-time and permanent part-time employees upon completion of the probationary period.

Short-Term Disability may be used for hospitalization, extended illness or injury and approved surgical leave.

The Medical Director or his designee shall make all determinations in his sole discretion regarding the eligibility of non-hospitalization extended illness/injury Short-Term Disability.

Short-Term Disability may not be used for work related illness or injury (worker’s compensation).

Employee must notify the Human Resources department of an anticipated surgical leave, illness or injury that may qualify for Short-Term Disability benefits.

A physician’s statement verifying the medical condition or diagnosis and anticipated return to work date must accompany all application for Short-Term Disability.

Elimination Period:
1. One (1) work day for inpatient hospitalization.
2. Seven (7) calendar days for illness or injury not requiring inpatient hospitalization.

Coordination with Paid Time Off:
1. Employees are required to use Paid Time Off during the elimination period of a Short-Term Disability.
2. An employee may elect to use PTO to supplement disability benefits to 100% of salary.
3. Paid Time Off will not accrue on disability wage loss benefits.

Health Insurance Benefits:
Health insurance benefits will continue during a Short-Term Disability leave.

Rate:
The employee will receive 70% of his/her base hourly rate.

Duration:
The maximum Short-Term Disability benefit period is thirteen (13) calendar weeks.

*Bargaining Unit Employees: Refer to specific section of your respective Bargaining Unit Agreements.

Insurances:

Health Insurance Plan:
Full-time and part-time employees who work a minimum of thirty (30) hours on the job per week are eligible to participate in the Hospital’s group health plan.

The “plan” as of January 10, 2003 shall be the BC/BS of Michigan Plan PPO-CMM 500, and is subject to change by the Employer.

The Employer shall have the right to change the plan benefits so long as the plan benefits remain identical as changes to plan benefits provided to Hospital administrative employees. The Hospital agrees that whatever coverage is in effect for the administration of the Hospital shall be the coverage provided for the non-union employees.

The applicable deductible shall be $500/$1,000 with employees responsible for the full deductible amount. The Employer shall not reimburse the applicable deductible effective January 10, 2003.

The copay requirement on the part of the employee shall be 20% up to $500.00.

The health plan shall provide for prescription coverage at $10.00 per prescription/generic and $40.00 for name brand prescriptions including when there are no generic equivalents available.

The Employer will pay the full health insurance premium for all full-time employees. For part-time employees who work full-time hours in a calendar month, the Hospital will pay 50% of the health insurance premium the following month.

Employees who elect to cancel coverage will not be allowed to participate during the plan year until the next open enrollment period.

Employees shall participate in the Employer’s cash in lieu of health insurance option on the same terms as administrative employees.

Dental Plan:
A dental plan which will be the comprehensive preferred plan Rider 100-75-50-50 Rider MBL 1000 offered by Blue Cross Blue Shield of Michigan, will be provided for all full-time employees with the Hospital paying the single subscriber premiums for any employees who choose to take advantage of this plan. Family members may be added at the employee’s expense.

Vision Plan:
A vision plan which will be Blue Cross Blue Shield VSP Vision Program offered by Blue Cross Blue Shield of Michigan, will be provided for all full-time employees with the Hospital paying the single subscriber premiums for the employee who choose to take advantage of this plan. Family members may be added at the employee’s expense.

Pharmacy Discounts:

All employees of Schoolcraft Memorial Hospital are eligible to purchase prescription drugs and certain other over the counter pharmacy items through the Hospital pharmacy. Employees who have SMH’s BCBS policy are eligible to purchase prescription drugs from the Hospital pharmacy at a cost of $10.00/generic and $40/name brand per prescription, and over the counter items at twenty (20) percent above the Hospital cost. Employees who do not have SMH’s BCBS policy are eligible to purchase prescription drugs at drug cost + $5.00 if prescription is under $5.00. If prescription drug cost is over $5.00, you will be charged the cost of the drug +20%.

Life Insurance:

The Hospital pays the premium of a life insurance policy for all permanent full-time and permanent part-time employees, based on the following scale:

Part-time employees who work less than 30 hours per week: $10,000
Part-time employees who work 30+ hours per week: $50,000
Full-time employees: $50,000

Lunch Period and Rest Period:

Where the work day consists of the normal eight and one-half (8-1/2) consecutive hours, such period shall include a thirty (30) minute non-paid period for meals and two (2) fifteen minute paid rest periods.

Employees will not be required to remain on the premises during their thirty (30) minute unpaid lunch period.

Meal periods and rest periods shall be assigned by the supervisors of the Hospital.

Worker’s Compensation:

All employees of the Hospital are covered by the Worker’s Compensation Laws of Michigan.

Retirement:

The Hospital participates in the Municipal Employees’ Retirement System as part of a group plan. Please contact the Human Resources Department for information regarding your individual benefit plan.

Deferred Compensation:

As an employee of a tax-exempt organization, you are eligible to participate in Deferred Compensation program offered by Schoolcraft Memorial Hospital. Interested employees should contact the Human Resources department.

Flexible Benefit Plans:

Full-time and Part-time employees are eligible to allocate pre-tax pay reductions to one or both of the following accounts:

A. Medical Reimbursement Account
B. Dependent Care Reimbursement Account

Please see the Human Resources office for more information these two accounts.

LEAVES OF ABSENCE

A leave of absence may be granted to all full-time employees who have completed sixty (60) working days of employment.

Child Care Leave:
Following the birth of an employee’s child or following the adoption of a child under the age of six (6) years old, an employee, upon written request submitted at least five (5) calendar days prior to said absence by reason of birth or adoption of a child, shall be granted a leave of absence up to ninety (90) calendar days, unless, upon request to the employee, the Hospital, at its option, extends the leave.

An employee may use PTO to care for a sick child at home.

Military Leave of Absence:
The Hospital agrees to abide by the provision of the Selective Service Act, with respect to leave of absence, duty to military service including National Guard Duty.

Personal Leave:
An employee may be granted a leave of absence without pay not to exceed thirty (30) consecutive calendar days.

Leaves will not be permitted for the purpose of being gainfully employed or seeking work elsewhere.

Granting of such leave shall be at the Hospital discretion.

*Bargaining Unit Employees: Refer to specific section of your respective Bargaining Unit Agreements.

Illness Leave:
An employee who requires a leave of absence because of extended illness or injury, shall, upon application, be granted such leave for the duration of the illness, but not to exceed one (1) year. The Hospital may require that the application for, or a continuation of such leave be supported by a physician’s statement. If, upon the expiration of such leave, the employee is unable to return to work, he/she shall be terminated.

Family and Medical Leave:
The Employer agrees to comply with the Family and Medical Leave Act of 1993, and any State of Michigan Acts.

Refer to Hospital-Wide Policy #22PRS.

Education Leave:
Upon application, a leave of absence, not to exceed one (1) year, for the purpose of pursuing a course of education may be granted to a full-time employee, provided that such education course or training is related to the employee’s work or intended to qualify him/her for promotion within the Hospital.

During any educational leave the employee must use all his/her accumulated Paid Time Off provided said leave is of duration of equal or greater period of time.

Proof of attendance and a grade of “C” or better are required; otherwise the educational leave of absence will be considered terminated.

*Bargaining Unit Employees: Refer to specific section of your respective Bargaining Unit Agreement.

Bereavement Leave:
An employee shall be granted a funeral leave of absence for a death in the immediate family. The immediate family is defined as one of the following: mother, father, brother, sister, spouse, son, daughter, mother-in-law, father-in-law, grandparents, grandchildren, step-parents, step-children, brother-in-law, sister-in-law, daughter-in-law, and son-in-law.

Up to three (3) days of such leave shall be paid to full-time employees at their regular, straight-time rate (eight (8) hours per day), provided said employee is scheduled to work three (3) days within a seven (7) consecutive day period from notification of said death.

Up to one and one-half (1-1/2) days of such leave shall be paid to part-time employees at their regular, straight-time rate (eight (8) hours per day), and provided that such part-time employees were scheduled to work during the leave period.

*Up to four (4) hours of funeral time will be paid to full-time employees (and part-time employees if scheduled to work) for the purpose of attending the funeral of a member of the employee’s household, and any employee selected to be a pallbearer for a deceased employee.

Employees granted a funeral leave of absence for a funeral that is out of town will be required to bring back acceptable verification stating that they were in attendance in order to be eligible for funeral pay.

*Bargaining Unit Employees: Refer to specific section of your respective Bargaining Unit Agreements.

Jury Duty/Subpeona:
Employees who are scheduled to work, and are subpoenaed as a witness for work related reasons or called to jury duty, will be paid the difference between his/her regular straight time salary and the amount paid to the employee for jury duty or as a witness fee.

Employees who are subpoenaed as a witness for non-work related reasons while scheduled to work shall be excused and will have the option to use accrued Paid Time Off.

The employee shall furnish verification of the jury summons or subpoena and jury wages paid to the employee’s department head or Human Resources department for reimbursement.

Upon dismissal from jury duty or as a witness, if the scheduled shift has not expired, the employee shall report to the department head or supervisor of their department to finish the remainder of the shift.

HARASSMENT

Schoolcraft Memorial Hospital prohibits harassment of any employee because of his or her race, color, national origin, religion, sex, marital status, disability or handicap, age, height or weight or other characteristic protected by law. Such harassment is unlawful and is inconsistent with the Hospital’s policies, practices and management philosophy.

Refer to Hospital-Wide Policy #21PRS.

UNIFORMS

All employees, professional and non-professional, who are required to wear uniforms, must be in “full uniform” at all times while on duty, as prescribed by the respective departments. All employees are responsible for their own uniforms.

BULLETIN BOARD

In order to keep informed of Hospital policies, personnel changes and other information pertinent to employment, the employee is urged to refer to the bulletin board in the hall leading to the cafeteria, or at the time clock. All articles placed on the bulletin board must be approved by the Hospital Chief Executive Officer.

EMPLOYEE HEALTH PROGRAM

Employees are given a post-offer physical without cost to them. Annually thereafter, you are required to have laboratory (Urine, CBC, drug screen and a coronary risk profile which requires a 12 hour fasting.) and PPD test, which is a test for TB. If you have ever had a positive reaction to a TB test you must complete a Health Questionnaire in place of a TB test.

Employees in OR, CSR, Outpatient Nursing and Lab are required to have a Pulmonary Function test and a Liver Function test completed, also.

It is your responsibility to contact your family physician for all test results.

It is the policy of SMH that if an employee does not have his/her annual work-up completed by the end of the month in which their anniversary date of employment falls, they will be suspended without pay until such time that all tests are completed and returned to the Human Resources department. If an employee is given a TB injection and
does not have it checked within the 48-72 hour time frame, the test will have to be repeated at the employee’s expense. The cost of a repeat test will be payroll deducted from your paycheck.

At any time that you become ill or injured on the job, you should report to your immediate supervisor who will fill out an incident report in the case of an injury or take whatever steps are necessary to handle the emergency situation.

SERVICE AWARDS

The Hospital sponsors a Service Awards program for those employees who have given faithful service to the Hospital. In appreciation of continuous service, the Hospital awards service pins beginning with the fifth year of service. The service awards presentations will be held annually at the Hospital in May of each year during National Hospital Week. An employee’s service award date is effective as of the date in May in which Hospital Week falls each year. The years of service are designated as follows: 5 years, 10 years, 15 years, 20 years, 25 years, 30 years, etc. Employees who are at 25 years, will also have a choice of receiving a gold watch or a $100 savings bond.

MEALS

The Hospital provides a cafeteria for the employees. Employees on the 7:00 A.M. to 3:30 P.M. shift, who wish, may sign up for their noon meal chosen from a menu that is posted daily on the bulletin board, near the cafeteria entrance. All food served is on a cash basis.

Employees are allowed to bring their own lunch if they so desire. A vending machine is provided for employees on the 3:00 P.M. to 11:30 P.M. and 11:00 P.M to 7:30 A.M. shifts.

A microwave is available for all employees.

All meals are to be eaten in the dining room.

Eating left-over food on the patients tray is absolutely forbidden.

GRIEVANCE PROCEDURE

The grievance procedure is designed to bring satisfaction in all areas where there are problems to be solved or grievances to be aired and resolved.

The employee must first bring the problem to the attention of his/her supervisor. The supervisor will investigate the problem and attempt to resolve it. If he/she cannot resolve it, he/she will refer it to the department head and if the department head cannot resolve it, it should be brought to the attention of Administration.

*Bargaining Unit Employees: Refer to specific section of your respective Bargaining Unit Agreement.

WHAT YOUR HOSPITAL EXPECTS FROM YOU

Keep Your Records Up To Date:

The Human Resources department can best serve you if your individual records are up to date. Any change such as new address, telephone number, change in marital status, number of dependents, etc., must be reported to the Human Resources department as soon as possible after the change occurs. Any unreported changes, such as BCBS dependent benefit changes, that incur costs to the hospital, will be deducted from your paycheck.

Absence and Tardiness:

If you must be absent or late for reporting to duty, notify your department head as soon as possible so that arrangements can be made for coverage in that area. Any employee who is absent for three (3) consecutive days and who has not called in to the department may be terminated.

Attendance at Inservices:

All employees are required to attend a yearly mandatory Staff Education class.

Resignations:

When an employee resigns, a minimum of fourteen (14) days notice is required to be submitted in writing to the Administrator. An employee who resigns without submitting the required notice will be processed as “Quit Without Notice.”

Neatness in Dress:

The grooming and dress of our employees reflects upon the image of the Hospital and all of the many daily contacts and activities as a health care institution. Therefore, it is necessary to maintain high standards for grooming dress. Employees of Schoolcraft Memorial Hospital will be informed by their department head as to the grooming guidelines of our hospital. All employees are expected to conform to the dress policy of Schoolcraft Memorial Hospital.

Safety:

Safety is everyone’s concern. As an employee, it is your responsibility to immediately correct any hazardous condition that you may notice within the Hospital, i.e. water on the
floor or equipment left where a patient or visitor may fall. When necessary, you should also call such hazardous conditions to the attention of the department head.

Employee Conduct:

Any employee whose actions are contrary to the best interest of Schoolcraft Memorial Hospital, its patients or employees will be subject to corrective disciplinary action.

Loitering or idleness in halls, rooms, or other places is prohibited.

Genuine consideration to the recovery of the sick means speaking in a subdued tone of voice, handling trays and dishes with care, and in general being as quiet as possible in patient areas. Disturbing voices and conversations hinder recovery.

You are not allowed to have personal callers or sales people call on you while on duty.

When corrective action is deemed necessary by your department head or supervisor, a written report as to the specific infraction that has occurred, the date of the incident and the action to be taken shall be completely discussed with you and submitted to the Human Resources department for inclusion in your personnel file.

Ground Rules For Disciplinary Action:

Without altering the ability of the employee or the Hospital to terminate the employment relationship with or without notice, the following examples are given of conduct which the Hospital considers intolerable and which may result in discipline, up to and including immediate discharge in the sole discretion of the Hospital:

1. Revealing confidential information.
2. Misrepresentation of hospital records.
3. Unethical, insubordinate, abusive or improper conduct to patients, visitors, or other employees or supervisors.
4. Engaging in physical violence on hospital property.
5. Intentional timecard violation.
6. Unexcused/chronic absenteeism and/or excessive tardiness.
7. Poor job performance.
8. Possession or use of narcotics, alcoholic beverages, firearms or weapons on hospital property.
9. Theft.
10. Negligence.
11. Gambling.
12. Sleeping on the job.
13. Horseplay and/or carelessness.
14. Failure to use safety devices.
15. Failure to report injuries.
16. Any type of criminal activity.
17. Violation of any hospital policy.

Smoking:

Smoking shall be prohibited in all areas of the Hospital.

Personal Telephone Calls:

The welfare of patients demands that hospital telephone lines remain open for Hospital use. Employees should instruct family members and friends that only emergency calls will be made. An “emergency” is defined as a serious illness or accident in one’s immediate family. Departmental phones will not be used for personal calls “out”. Personal calls should be made at the public pay phone during lunch or rest period.

Fire Regulations:

It is imperative that we are continually on guard for fire hazards and fires. Know the fire regulations of your department. Be sure you know how to use the fire alarm system and fire extinguisher.

Parking:

All employees when on duty at the Hospital must park their cars in the parking lot provided by the Hospital. Please do not park in the front of the Hospital, which is reserved for visitors.

Selling or Soliciting of Funds:

Selling, soliciting of funds and purchasing of items from outside sales persons will not be allowed in the Hospital at any time. Employees are not permitted to conduct personal affairs in the Hospital.

Disaster and Safety:

A separate fire prevention and disaster instruction manual is available, and must be read by each employee. As changes are made, employees are to be given the changes at inservice meetings or fire drills if not at the time the changes are made.

Employees are instructed by their department heads on the fire and disaster regulations pertaining to their departments.

Lost and Found:

Any articles found on property should be taken to the front office. All inquiries regarding lost articles should be made there. Every effort will be made to restore lost articles to their owners.