Human Resources Department - Trinity Health

1 Human Resources Department employee HandbookEmployee Handbook Welcome to St. Joseph Mercy Chelsea! This handbook has been prepared for you in order to make the introduction to your new job as easy as possible. We hope it will assist you in learning something about our Hospital, its objectives, and its Human Resources policies. You are now a member of a highly skilled and professional Health care team whose primary purpose is to assist our patients in regaining and maintaining their Health . Even if your work does not take you into a patient's room, your job is an integral and important part of our common goal of providing the people of our service area with the finest Health care available.

2 It is a pleasure to welcome you to our staff, and we hope you will find continuing satisfaction in your work. Mission Statement To improve the Health and well-being of our communities by combining the best of small town values with national standards of Health care excellence. Equal Opportunity Employer St. Joseph Mercy Chelsea (SJMC) believes in the principle of equal opportunity for all. This principle will be adhered to in order to insure that equal employment opportunity is available to all persons regardless of race, color, religion, sex, national origin, sexual orientation, height, weight, age, veteran status, marital status, or disability as required by Federal and/or State law.

3 Anyone who needs accommodations for employment must notify the Director of Human Resources , in writing, within 182 days after the need for accommodation is known. I. EMPLOYMENT REQUIREMENTS A. Human Resources Records Your Human Resources records must be completed before you begin work. This includes completing an employment application, an employee information form, benefit information, direct deposit form, tax forms, I-9 form, New Hire form, work permits (for minors), etc. The HR Department will assist you in completing these forms. Human resource records are considered confidential and, therefore, the information they contain will not be released without your permission unless required under the law.

4 If you wish, you may review your records. To do so, contact the Department of Human Resources . B. Hospital Orientation Each and every new employee is required to attend the hospital's general orientation, which is held on the third Monday of each month. The Department of Human Resources will schedule you into the next orientation to ensure your attendance within 45 days of your first day of work. If in extenuating circumstances you are unable to attend one of these sessions, an on-line orientation is available. C. Name Badge Upon employment, you will receive a name badge, showing your name and position. This badge also serves as your time card.

5 You are required to wear this while on duty so that patients and visitors may more easily recognize you as an employee of the hospital. If the name badge should be broken or lost, contact the Plant Operations Department (x35390) to obtain a new one. If an ID badge is lost, a new ID badge may be obtained for a charge of $ At the time of replacement, a new badge number will be issued and the old number immediately cancelled to prevent use by an unauthorized person. D. Employment Classifications There are 3 employment classifications at SJMC. It is important for you to be aware of your classification because employee benefits apply differently to each category.

6 1. Full-Time Employees are hired to fill a budgeted position and normally scheduled to work 36-40 hours in each 7-day work week. These employees are eligible for full-time benefits as defined in the MyBenefits website. 2. Part-Time Employees are hired to fill a budgeted position and scheduled to work less than 36 hours in each 7-day work week. Part-time employees in a budgeted position of 20 hours or more per week are h: \policies and procedures\ employee handbook\2015 sjmc employee handbook January 5, 2015 Page 2 employee Handbook entitled to many of the hospital benefits on a prorated basis. The specific benefits are outlined in the MyBenefits website.

7 3. Contingent Employees are hired to provide an ancillary employee pool to assist the hospital in meeting its short term staffing needs. Employees in this classification retain their seniority and their right to bid on open positions. Contingent employees are entitled to premium pay for overtime or holiday work, worker's compensation coverage, professional liability insurance and hospital portion of FICA taxes. E. Hours of Work Since our patients must be cared for 24 hours a day, 365 days a year, work schedules are arranged to provide care around the clock. Schedules may vary among employees depending upon the needs of the patients and the Department .

8 Your Department Director will arrange your schedule. Any temporary changes or special arrangements you may wish to make should be discussed well in advance with your Supervisor. You are expected to be at your workstation in uniform (where required) by your scheduled starting time. If your work requires you to be relieved by another employee , do not leave until that person has arrived, or you have obtained permission to leave from your Supervisor. On occasion, due to the needs of the patients or the hospital, employees may be required to work beyond their normal schedule. Employees will be notified of such scheduled overtime as soon as reasonably possible; however, working the additional hours will be considered a job requirement.

9 Any such authorized overtime will be paid at time and one-half as outlined in HR Policy Manual. F. Work Week A normal work week for full-time employees is defined as 40 hours in a calendar week (12:01 AM Sunday to 12:00 Midnight Saturday). G. Date of Hire The date on which you begin work is considered your official date of hire. If your employment is terminated, you will lose your seniority rights and any subsequent re-hires will result in the establishment of a new date of hire. However, if you re-hired within one year, your seniority will be bridged to your original date of hire. H. Performance Review Your Department Director will evaluate your performance prior to the end of your first 90 days employment (180 days of employment for salaried employees), again on your one-year anniversary and every year thereafter.

10 These evaluations will be based upon the Standards of Performance and criteria established for your particular position. These standards are available for your review, and you are encouraged to discuss them with your Department Director. On these occasions, your immediate supervisor will discuss your performance with you in private and you will be asked to sign the appraisal form as acknowledgement of the discussion. Your signature does not indicate you concur, but merely that the evaluation has been reviewed with you. The evaluations become part of your confidential employment record. I. Promotion and Transfer It is the hospital's policy to fill vacant positions from within when possible.