Kronos Employee Handbook - dhxyhe

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					7/15/2010



                                           Introduction

      This manual is designed to be used in conjunction with your Kronos training and training
      manuals to ensure proper recording and accounting of time and attendance. All
      University policies and procedures can be found online at:

      http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1,00.html

      Please note that personnel policies are frequently updated and the most current
      information can be found in the online University of Miami handbook (link above). This
      manual serves only as a guide to assist you in becoming familiar with policies and
      procedures that affect time, attendance and pay.

                                        Purpose of Manual

      This handbook is designed to familiarize employees of Bascom Palmer Eye Institute /
      Anne Bates Leach Eye Hospital and University of Miami Hospital and Clinics with
      policies and procedures required for accurate reporting of time and attendance. These
      policies also ensure accountability for providing appropriate authorizations and
      approvals.

      This manual will serve to help you understand your responsibilities to ABLEH/UMHC.
      The information contained herein is very important to your work and you will be
      expected to become familiar with and to carry out all policies and procedures. Keep this
      manual handy for ready reference and feel free to consult Medical Human Resources if
      you have any questions.

                                    What is KRONOS

      KRONOS is an electronic time and attendance recordkeeping system.

                               Who Should Use KRONOS?

      Non-exempt (i.e. hourly) employees are required to record their time and attendance in
      the KRONOS system. Exempt employees have their vacation, sick and floating holiday
      accruals and balances recorded in Kronos.

                                         Password and Access

      To obtain supervisor access to KRONOS employees must contact the appropriate
      Hospital Information Systems department to obtain a System Access form. This form
      must be completed and returned to Hospital Information Systems. Access is granted to
      employees via individual passwords which must remain confidential at all times. Failure
      to comply with the University confidentiality policy could result in termination.




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                                 Accountability: Manager/Supervisor

      As part of their normal duties, managers and supervisors must:

            1. Approve/disapprove the time and attendance recordings of their employees to
               ensure proper payment for work performed in accordance with FLSA standards
               and University of Miami pay practices.

            2. Provide Medical Human Resources with the required backup documentation to
               support any personnel action on the KRONOS system. Examples of such
               documents required to support KRONOS actions include resignation letters, new-
               hire documentation, transfers and schedule changes. For all hospital positions, the
               Kronos TAG form must be attached to all P1/AP forms. Sub-department
               information must be documented on all P1/AP forms.

            3. Assure that the KRONOS system is up-to-date by notifying Human Resources of
               terminated employees who should be deactivated or deleted from the system.

            4. Make any and all adjustments to work schedules including, but not limited to,
               setting temporary work schedules and making appropriate adjustments for
               sick/vacation and holiday schedules.

                                    Attendance and Punctuality

      Employees must report to work regularly and on time for scheduled work days. If
      employees are unable to report to work as scheduled, they must notify their immediate
      supervisor on a daily basis, as far in advance as possible, but not later than the normal
      starting time per University policy, or follow departmental call-in procedures, unless
      unusual circumstances prevent them from doing so. Means of communication other than
      the telephone may be used to convey the notification of absence to the Supervisor, but the
      employee will be held responsible if the Supervisor does not receive the notification prior
      to the normal starting time. Department heads may establish other reporting time
      requirements in accordance with established policy. Employees should check with their
      immediate Supervisor about departmental reporting requirements. Failure to comply with
      this procedure may be cause for loss of pay and/or disciplinary measures. For the
      University policy on Attendance and Tardiness B010:

        http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11292-3,00.html

      The University reserves the right to require employees to work overtime for the
      University if deemed necessary. Overtime work is not permitted without securing
      prior approval from the department head or designee.

      If an employee misses three consecutive shifts for which he/she is scheduled to work and
      if the supervisor is not notified and permission is not received for the absence, the
      employee will be considered to have abandoned the job and this action will generally



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      have a negative effect on any rehire decision. A Supervisor may require an employee to
      obtain a verification of illness from a physician whenever the absence from work due to
      illness or injury occurs for three or more consecutive days. For the University policy on
      Sick Time E060:

       http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11603-3,00.html

      The supervisor may approve an employee's request for a leave of absence without pay for
      a period not to exceed two weeks. Any absence without pay in excess of two weeks may
      be recommended, i.e. Family and Medical Leave Act (FMLA), by the supervisor and, if
      approved, must be processed as a leave of absence. For the University policy on Leave
      of Absences:

      http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;12464-5,00.html

      Because ABLEH/UMHC operates seven days a week, employees should expect some
      weekend and holiday work. All reasons for refusal to work overtime must be acceptable
      to the supervisor. In the event an employee refuses to work overtime without legitimate
      reasons, or works overtime without authorization of a supervisor, disciplinary action may
      be taken in accordance with the University's disciplinary policy. For the University
      policy on Overtime D020 and Professional Conduct/Performance, Policy B-025:

      http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11612-3,00.html

      http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11296-3,00.html

                                         Schedules

      All ABLEH/UMHC non-exempt, per diem and temporary employees must have work
      schedules in KRONOS. Schedule changes must be approved by the supervisor prior to
      effecting such change. Supervisors and managers are responsible for maintaining
      schedules for their staff. As changes in schedules occur, the supervisor must report, in
      writing, such schedule change to the Medical Human Resources office and to the
      employee.

      A minimum of a two week period is required to effect a new schedule.

                          Time Clock Procedure and Attendance Rules

      Non-exempt employees must record daily hours worked and appropriate other paid
      and/or unpaid time of each scheduled workday. Employees are required to “swipe” in
      (i.e. to record their time within the KRONOS system) upon arrival to work and to
      “swipe” out upon departure from work. Supervisors must work with their staff to assure
      that this occurs.




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      It is the employee’s responsibility to report any unrecorded time to their immediate
      supervisors immediately on the day of the occurrence, or as soon as the error is
      recognized. If an employee fails to swipe in/out, the employee must provide a written
      explanation as to why this occurred on the Kronos Data Correction Form to the
      supervisor/manager for review. Supervisors should forward a copy of the completed
      form to Medical Human Resources. No changes should be made in the KRONOS system
      until documentation is submitted to the supervisor.

      The employee and the supervisor are responsible for identifying any deficiencies in the
      employee’s Kronos training. Once a deficiency in training has been identified, it is the
      immediate supervisor’s responsibility to send the employee for additional training. It is
      the responsibility of the immediate supervisor to provide the employee with feedback as
      to his/her time recording performance.

      Supervisors are responsible for using the comments when changes are made to
      employee’s time record as a result of miscode or lack of time recording. All changes
      must be documented in Kronos. Supervisors are required to document all edits to
      employee’s attendance record.

      New employees will be given a two pay cycle period to adequately learn the Kronos time
      keeping system. After the two pay cycle period, employees are expected to record their
      time accurately. Failure to properly record time and attendance may result in disciplinary
      action.

      Employees who continue to fail recording their time correctly may be subject to further
      disciplinary action up to and including termination in accordance with Hospital and
      University policy. For the University policy on Disciplinary/Professional Conduct B025:

       http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11296-3,00.html

      Electronically recording another employee's time record and falsifying any time record, is
      prohibited and may be grounds for immediate dismissal for all employees involved.

      Employees are not permitted to record time in, or begin work before their normal starting
      time, or to record time out or continue to work beyond their normal quitting time without
      prior approval from their Supervisor.

                                 Grace Period – System Rounding

      For convenience purposes, employees who use electronic timekeeping should record time
      as close to the start of the scheduled shift as possible and may record time up to 15-
      minutes before their regular starting time. Kronos will automatically round the in-punch
      to the employee’s scheduled start time.




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      Employees should not clock out and return to work to finish up a task; this is a violation
      of the Federal Wage and Hour Law. Therefore, if an employee is working, he/she must be
      “on the clock” and in pay status.

                            New Hires – Role of Human Resources

      The Medical Human Resources Office is responsible for ensuring all ABLEH/UMHC
      new hire employees receive work schedules in the KRONOS electronic timekeeping
      system during the initial new hire process.

      The schedule will be populated from the hours of work indicated on the position request
      form.

                                           Photo I.D. Badge

      Identification of our employees is the most important aspect of the personal safety and
      security of all personnel. Additionally, photo identification helps patients and visitors to
      recognize Hospital employees.

      In order to obtain a photo ID badge, the new employee paperwork must be processed by
      the Records Department in Medical Human Resources. Photo I.D. badges are issued by
      the University of Miami Security Department. Photo I.D. badges should be worn at all
      times, at or above the waist with the photograph visible and unobstructed by decals or
      other attachments.

      The Kronos clocks operate on a biometric system and require two forms of ID in order to
      record time. The photo I.D. badge is used to communicate employee time and attendance
      to the Kronos system via a magnetic bar code on the badge. The second source of ID is
      in the form of a finger scan of the employee. Finger scans are mathematical
      representations of finger data using sophisticated pattern recognition algorithms. This
      technology allows for employee privacy to be maintained.

      The ID badge is Hospital property and must be returned upon request or at termination, in
      accordance with policy. For the University policy on Identification Cards B040:

      http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11320-3,00.html

                                   Recorded Information Each Pay Period

      The following information must be recorded and reported each pay period for all
      employees using the KRONOS system.

               Employee name and Identification number (C # ) or social security number
               Pay period dates and/or number
               Total hours worked during pay period
               Total hours shift differential (if applicable)


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               Total hours of overtime, sick, vacation, holiday, floating holiday, administrative
                leave and unpaid leave, etc
               Appropriate comments for all absences
               Manager/supervisor approval or authorization
               Any additional information as may be requested or required


      From time to time, it may be necessary to alter the starting and/or ending time of any
      work shift or to modify the work schedule to accommodate the needs of the Hospital or
      its patients.

                                        Review of Time and Attendance

      Managers or supervisors must review and approve time and attendance for all employees
      at the end of each pay period and immediately report and resolve discrepancies prior to
      the close of the current payroll period, if possible. Otherwise, all discrepancies must be
      resolved prior to the close of the following pay period.


                                                Sign-Off

      Managers or supervisors must approve (sign-off) on the KRONOS electronic
      timekeeping system at the end of each pay period. Failure to comply with the sign-off
      policy may affect payroll transmittal and could result in disciplinary action. Managers
      must ensure that they provide appropriate back up support for the sign off function.
      Backup approval may be delegated to another exempt employee within the department.

                                            Pay Information

      Pay Day and Your Paycheck

      The University pays all non-exempt employees on a bi-weekly basis. Each check covers
      the hours you worked for a two week period. The pay period begins on a Friday and ends
      on a Thursday two weeks later. Checks are distributed the following Thursday.

      Exempt employees are paid on a monthly basis.

      Payroll Deductions

      The University will comply with federal and state regulations which require payroll
      deductions for Social Security and Federal Withholding taxes plus any authorized
      deductions.




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                                             Call Back Pay

      From time to time it may be necessary that an employee be called back to the Hospital to
      perform certain duties after their regular work day has ended. All nonexempt University
      employees called back to work between the completion of their regularly scheduled work
      shift and the start of their next regularly scheduled work shift, and who did not receive
      notification for overtime work before leaving the University premise, will receive the
      following compensation:

               One hour of pay at 1 ½ times the regular hourly rate to compensate for expense of
                additional travel to and from work
               Additional compensation at 1-1/2 times their regular hourly rate for all hours
                worked during the call back period
               Additional compensation for shift differential (if applicable)

                                             Shift Differential

      A premium rate is paid to non-exempt employees who work the evening and night shift.
      Rates will vary according to job classification and shift. Attached to the Kronos
      Handbook is a Summary of Pay Assignments sheet that further explains shift
      differentials.


      Clinical Personnel
                                      UMHC          ABLEH
                Evening Shift         6%             10%
                Night Shift           10%             6%

      Nurse                           UMHC          ABLEH
                Evening Shift         20%           25%
                Night Shift           25%           20%

      CRNA                            UMHC          ABLEH
                Evening Shift         8%            8%
                Night Shift           8%            8%

      Shift differential does not apply to employees who begin their regular workday between
      5:00 a.m. through 11:59 a.m. Exceptions to the shift differential require the approval of
      the Associate Vice President of Human Resources or designee.

      Employees who are required to work past their normal departure time will be paid the
      shift differential for the extra hours worked after having worked at least one hour on the
      next shift following their normal departure time.




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            Example

            A UMHC nurse who normally works 8:00am – 4:30pm, but actually works until
            12:00am, will receive the following:

            4:30pm – 5:30pm – One Hour Lapse
            4:30pm - 11:00pm
               Receive 20% shift differential
            11:00pm – 12:00am
               Receive 25% shift differential

                                           Clinical Personnel

      Evening Shift Differential Start Time
      All Clinical Personnel whose regularly scheduled workday starts between 12:00 p.m.
      through 10:59 p.m. will be paid a rate of approximately 6 % above the regular base pay.

      Night Shift Differential Start Time
      All clinical personnel whose regular scheduled workday starts between 12:00 p.m.
      through 10:59 p.m. will be paid approximately 10 % above the regular base pay.

                                    Nurses (RN): 8 Hour and 10 Hour

      Evening Shift Differential Start Time
      All RN non-exempt personnel whose regularly scheduled workday starts on or after
      12:00 p.m. will be paid a rate of approximately 20% above the regular base pay for
      UMHC and 25% for ABLEH.

      Night Shift Differential Start Time
      All RN nonexempt personnel whose regularly scheduled workday starts on or after 11:00
      p.m. will be paid approximately 25 % above the regular base pay for UMHC and 20% for
      ABLEH.

                                         12 Hour Nurses (RN)

      Evening Shift Differential Start Time
      All UMHC 12-hour RNs will receive a 20% shift differential after working the first eight
      hours and a 25% (if applicable) differential for the remaining hours worked. ABLEH 12-
      hour RNs receive 25% shift differential after working the first eight hours and a 20%
      differential for the remaining hours worked.

      UMHC Example (ABLEH has reverse shift differential):

      Shift: 7:00pm – 8:00am
             First four (4) hours



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                   Receive 20% shift differential
             Remaining eight and one half (8.5) hours
                   Receive 25% shift differential

      Shift: 7:00am – 8:00pm
             First eight (8) hours
                     Receive regular pay
             Remaining four and one half (4.5) hours
                     Receive 20% shift differential

                                     10 Hour Nurses (RN)

      Evening Shift Differential Start Time
      All RN non-exempt personnel whose regular scheduled workday starts between 12:00
      p.m. through 10:59 p.m. will be paid a rate of approximately 20 % above the regular base
      pay for UMHC and 25% for ABLEH as follows:



      UMHC Example (ABLEH has reverse shift differential):

      Shift: 12:00pm – 10:00pm
             Receive 20% shift differential

      Shift: 7:00am – 5:30pm
             No shift differential

      Shift: 7:00pm – 6:00am
             Receive 20% shift differential

      Night Shift Differential Start Time
      All RN nonexempt personnel whose regular scheduled workday starts at any time on or
      after 11:00 p.m. will be paid approximately 25 % above the regular base pay for UMHC
      and 20% for ABLEH.

      Shift: 11:00pm – 7:30am
             Receive 25% shift differential
             ABLEH receive 20% shift differential

      All shift differentials will be automatically calculated in the KRONOS timekeeping
      system for time worked. Managers/supervisors must apply shift differential to
      floating holidays, regular scheduled holidays, sick and vacation pay, administrative
      leave and leave of absence pay.




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                                           CRNA

      Evening Shift Differential Start Time
      All CRNA non-exempt personnel whose regular scheduled workday starts between 12:00
      p.m. through 10:59 p.m. will be paid a rate of approximately 8 % above the regular base
      pay.

      All CRNA non-exempt personnel whose regular scheduled workday starts at any time on
      or after 11:00 p.m. will be paid approximately 8 % above the regular base pay.

                                            On Call Pay

      The University reserves the right to call upon its employees as deemed necessary to
      perform job related services outside of their normal work schedules. Any University
      employee whose services may be required can be placed in an on- call/standby status for
      a reasonable period of time. The University will compensate employees for being in an
      “on call” status during times between the conclusion of their normal work period and the
      beginning of the next normal work period (in addition to pay for work actually
      performed). Persons on call must be immediately available for work, and must
      communicate where they can be reached at all times.

      RNs and CRNAs:

             $40 per shift
             $120 per day Saturday/Sunday

      Clinical Personnel:
             $20.00 per shift
             $60.00 per Saturday/Sunday


                               In House On-Call (Clinical Personnel)
                          UMHC ONLY (does not apply to ABLEH employees)

      Clinical personnel who are designated to work overtime will be paid a flat fee of $10.00.
      The supervisor must include the in-house on-call amount in Kronos.

                                             Overtime

      The University reserves the right to require employees to work overtime for the
      University if deemed necessary. All reasons for refusal to work overtime must be
      acceptable to the Supervisor. Overtime pay for all nonexempt employees will be 1-1/2
      times their regular hourly rate for all hours worked in excess of 40 hours in a work week,
      for working on a scheduled holiday, and for working on a scheduled day off. Overtime
      work is not permitted without securing prior approval from the department head or
      designee.



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      *Exception
      Employees working in “call back” status will receive overtime pay at 1 -1/2 times their
      regular hourly rate for all hours worked during call back status without having to meet
      the 40 hours in a work week criteria.

      Regular part-time employees will not be paid the 1-1/2 times rate for working on
      scheduled days off unless the hours worked are in excess of 40 for the work week.

                                           Break Privilege

      The University provides two 15-minute break periods for a normal workday. No extra
      pay will be provided if break periods are not taken. Break periods may not be omitted in
      order to shorten the work day or allowed to accumulate as added vacation, holidays, or
      any form of leave. They may not be skipped and taken the next day or any following
      day.

      The scheduling of breaks will be the responsibility and at the discretion of the appropriate
      supervisor. It must be realized that breaks are not “automatic” and that workloads on a
      given day may eliminate the break period. It should be understood that employees on
      break do not go into other work areas for non-business purposes and interfere with or
      distract other employees who are working at the time. No breaks should be taken within a
      half hour of arriving or leaving work.

      At the discretion of the supervisor, employees may be required to clock out and back in
      from the lunch period. If the employee does not clock in and out for lunch, the system
      will automatically deduct a 30 minute meal break.

      For the University policy on Break/Rest Periods B015:

      http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11293-3,00.html

                                               Holidays

      Full-time or part-time employees of the Hospital, are entitled to the following paid and
      observed holidays in addition to five (5) floating holidays:

      New Year’s Day
      Martin Luther King’s Birthday
      Memorial Day
      Independence Day
      Labor Day
      Thanksgiving Day
      Day after Thanksgiving Day
      Christmas




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      Holidays falling on Saturday are usually observed on the preceding Friday while those
      falling on Sunday are usually observed on the following Monday.

      Time off for floating holidays must be approved in advance by the supervisor and may
      not be taken before completion of the probationary period. Floating holidays must be
      taken by the end of the calendar year or they will be forfeited.

      To be eligible for a paid holiday, an employee must work the regularly scheduled shift
      the day before and the next scheduled work shift after the holiday, unless the Supervisor
      or department head excuses such absence. When a holiday falls on your scheduled day
      off, the employee will receive pay for the holiday based on their regularly scheduled
      hours. Holidays occurring during a vacation period will not be considered as part of or
      charged to the vacation period. For the University policy on Holidays E050:

      http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11601-3,00.html

                                          Leave of Absence

      Regular non-exempt employees working 19 hours or more per week and having
      completed the probationary period may be eligible for a leave of absence. The types of
      leaves are: Administrative, (i.e.; court appearances, including jury duty, seminars, and
      bereavement leave), Mandatory, Educational, Industrial Disability, Medical/Family
      (includes pregnancy), Military and Personal. Stated leaves of absences may require
      longer eligibility periods. Refer to the Leave of Absence policy:

      http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11627-3,00.html

      Failure to return to work at the end of a leave of absence could result in the termination of
      your employment.

                                               Vacation

      It is the policy of the University to grant paid vacation benefits to eligible exempt and
      non-exempt employees based upon length of service and job status. Vacations with pay
      are earned and accrued by University employees who have full-time regular and part-time
      regular status and who work 19 or more hours per week. Employees having temporary
      status do not earn or accrue vacation with pay. Part-time employees working 19 or more
      hours per week earn and accrue vacation time based on actual time worked.

      Vacation requests or changes to previous requests must be approved in advance. The
      supervisor reserves the right to assign vacation periods because of work demands.

      At the end of each fiscal year, conversion of sick time to vacation is permitted under
      certain conditions for non-exempt employees. An employee who has worked at the
      University for a minimum of one year and during any fiscal year uses less than the
      equivalent of six days of sick time based on the employee’s work schedule can have the



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      remaining portion of those six days converted to vacation. Any sick days taken during
      the fiscal year will be deducted from that year's accrual. If an employee chooses not to
      convert any unused sick time to regular vacation, the employee must submit such request
      in writing to the Medical Human Resources Office before June 1 of each year. Exempt
      employees are ineligible for the conversion of sick time benefit.

      Employees may not be paid in lieu of time off. Upon termination of employment, the
      employee will be paid for all unused vacation if he/she has completed the probationary
      period. Vacation will be forfeited if not taken in the year following the fiscal year in
      which the vacation is earned. Vacation beyond the maximum allowable accrual amount
      will be lost. For the University policy on Vacations E080:

      http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11607-3,00.html

                                              Sick Leave

      University employees may be paid for temporary absences from work due to personal
      illness or injury, quarantine, medical or dental appointments, exposure to a serious
      contagious disease (which may spread at work), and serious illness of spouse, domestic
      partner, parent or child. No sick pay is earned or accrued during official unpaid leaves of
      absence except leaves for industrial disability.

      Part-time employees scheduled to work 19 hours or more per week earn pro-rated sick
      leave. Sick leave is accrued per pay period and may be used as earned.

      If an employee is out sick, he/she is responsible for notifying the supervisor no later than
      the start of the shift or according to department procedure. The employee may be asked to
      bring in a doctor’s note in order to receive sick leave pay. For the University policy on
      Sick Leave E060:

      http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11603-3,00.html

                                         Bereavement Leave

      Funeral or bereavement leave may be granted to eligible employees for a maximum of
      three consecutive working days following the death of a member of the immediate
      family. An immediate family member includes spouse, domestic partner, child, parent,
      step-parent, parent-in-law, brother, sister, brother-in-law, sister-in-law, grandchild,
      grandparent, grandparent of spouse, legal guardian, foster children. Additional time may
      be granted at the discretion of the department head and charged to either accrued
      vacation/sick time, or to Personal Leave without pay. Bereavement leave will be paid
      according to your scheduled hours.




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                                              Jury Duty

      Employees will be paid for time off due to required jury duty. Absence for jury duty will
      be granted to an employee who is summoned for jury duty. The employee will receive
      standard pay for the days of required jury duty and may retain any fees, compensation, or
      expense reimbursement received for jury duty. An employee released from jury duty
      before the end of the normal workday must contact the supervisor to determine whether
      to report to work for the remainder of the day. Leave for jury duty will be coded as
      Administrative Leave. Documentation to support use of jury duty leave is required.
      Failure to provide supporting documentation after jury duty leave could result in
      termination. Administrative Leave will be paid according to your scheduled hours.

                                               Voting

      Employees unable to vote before or after regular working hours, due to the work
      schedule, will be allowed reasonable time off to discharge this civic duty. Employees
      may use accrued benefit time (vacation or floating holiday) or can take this time unpaid.
      Since Hospital shifts normally allow time to go to the polls before or after one’s workday,
      most employees need not apply for this benefit. Unless extenuating circumstances arise,
      employees are expected to vote before or after work. If an employee requires time off in
      order to vote, this time must be requested and approved in advance by the supervisor.

                                    Per Diem/Temporary Staff

      Per diem/temporary employees are those that are called upon on an “as needed” basis.
      They need to swipe in and out regularly as would a full-time/part-time employee. All of
      the policies and procedures for Kronos are applicable with the exception of certain pay
      codes. Per diem/temporary employees are not eligible for holiday, floating holiday,
      vacation, administrative leave, and sick pay.

      Per diem/temporary employees are to be paid 1-1/2 times their regular hourly rates for all
      hours worked in excess of 40 during any workweek. Per diem/temporary employees will
      not be paid the 1-1/2 times rate for work done on University holidays nor on scheduled
      days off unless the hours worked are in excess of 40 for the work week.

      *Exception
      Per diem nurses working on weekends will receive 7% pay differential.            Per diem
      CRNA’s working on weekends will receive 8% pay differential.

      The following pay codes are to be used when paying per diem/temporary staff:
             Regular Hours Worked:         007
             Overtime Hours Worked:        343
             Shift Differential:           099
             On Call (Mon – Fri):          445
             On Call (Sat – Sun):          449




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      Questions regarding Per Diem/Temporary employees and pay rules should be directed to
      Medical Human Resources at (305) 243-5640.

                                       Professional Conduct

      It is the responsibility of all employees that standards of excellence and acceptable
      employee conduct is observed. Our prime concern is the welfare of our patients.
      Employees can contribute to patient needs by acting in a considerate manner; and by
      being thoughtful and quiet in patient areas. University policy requires that employees act
      in a professional and collegial manner as a condition of their employment. Corrective
      action should be taken when unprofessional conduct or unsatisfactory performance
      occurs. Serious misconduct, including but not limited to, neglect of duty, fraudulent or
      egregious acts, moral turpitude, demonstrated incompetence, or personal conduct which
      adversely affects the work environment and/or the employee's ability to perform
      University responsibilities, may be grounds for immediate termination of
      employment. Termination due to serious misconduct will prohibit reemployment with the
      University. For the University policy on Disciplinary/Professional Conduct B025:


      http://www.miami.edu/UMH/CDA/UMH_Main/1,1770,13610-1;11296-3,00.html


                                           Confidentiality

      All employees are required to sign and adhere to the University policy on Confidentiality.
      Employees have signed an agreement to maintain patient, financial and other types of
      information private. Inappropriate disclosures of information may result in disciplinary
      action up to and including termination.

      Supervisors and managers are responsible for ensuring that the employees are fully
      trained and aware of current HIPAA regulations that govern patient confidentiality.




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