This House Officer Contract is made and entered into by and between the University of South Florida (for the University of South Florida College of Medicine), acting for and on behalf of the Trustees, a public corporation of the State of Florida (hereinafter “University”), and Name, M.D./D.O., (hereinafter “House Officer”). In consideration of the mutual promises and conditions set forth in this Contract, University and House Officer, agree as follows:
I. House
Officer accepts appointment to the University’s Affiliated Hospitals’ House
Officer Training Program (hereinafter “Program”), which is approved by the
Accreditation Council for Graduate Medical Education, as PGY-Level in the Department
of Program, Subspecialty: N/A, from July 1,
2007 through June 30, 2008.
A. Duration
of Appointment: While it is generally understood that efforts will be
taken to assure that an individual who has met all requirements of his/her
training program and conducted himself/herself appropriately will be allowed to
complete the training program to which he/she was accepted, this Contract is
for one year only and is subject to renewal prior to each academic year.
In addition, acceptance into an initial residency at the University does not
assure acceptance into subsequent advanced training programs nor does it assure
transfer into another training program at the University.
B.
Conditions for Re-appointment: In order to be re-appointed for the next year of
residency training, an individual must be in good standing with the University
and with the University's
II. The
University agrees to compensate the House Officer during the above appointment
period under this Contract at the rate of $00,000.00 per
annum. All residents will receive financial support from the University
as stipulated in their applicable House Officer Contract. All residents
at comparable levels will be compensated according to the same schedule.
Any exception to this policy must be approved in writing by the University's
College of Medicine Dean or his designate. All residents will receive the
same benefits package.
III.
University agrees to provide:
A. Professional Liability Protection:
Professional liability protection, equivalent to that provided to the clinical
faculty physicians, is provided through the
B. Leave
Policies:
1. Annual Leave: Paid vacation leave with use
and accrual subject to provisions set forth in the Resident Handbook. All
residents are entitled to have and are required to use paid vacation leave as
described in this Contract and the Resident Handbook. PGY-I Residents are
entitled to ten (10) weekdays of annual vacation leave. For each
subsequent year of residency, a maximum of fifteen (15) weekdays will be
entitled. Annual leave must be used during the Contract year in which it
is accrued. The only exception is for planned and approved Parental Leave
of Absence (see subsection III. B.3. below) in which case one week of leave can
be carried over for one year only.
2. Sick Leave: Paid sick leave during each year
of residency and participation in the sick leave pool are subject to the
provisions set forth in the Resident Handbook. Each resident is allocated
nine (9) weekdays of sick leave per Contract year. In addition, each
resident contributes one (1) day of sick leave to the sick leave pool.
Use of the sick leave pool is limited to a maximum of 90 days per individual
and requires written approval.
3. Parental Leave of Absence: Each resident is
allowed up to twelve (12) weeks of uncompensated parental leave.
Individuals must apply for parental leave in advance and obtain approval from
their Program Director. Individuals may utilize accumulated leave (sick
leave and annual leave) as continued compensation during parental leave.
No other compensation is available for parental leave. In addition,
residents are advised to familiarize themselves with the applicable board
requirements for their particular specialty to determine if extensive absence
will jeopardize board eligibility. Individuals enrolled in training
programs at the University are not automatically entitled to additional
training beyond the prescribed number of years, in order to complete board
requirements. Any such extension of the training program must be approved
by the Program Director and the University's College of Medicine Office of
Graduate Medical Education and may not be compensated.
Note: Individuals who are required to
discontinue work because of the medical needs of the mother or unborn child may
be authorized to use leave from the sick leave pool. The use of the sick
leave pool is not available for uncomplicated maternity.
4. Professional Leave of Absence: Professional
(Administrative) Leave is available to residents for professional activities
with the prior approval of the Program Director and the Graduate Medical
Education Office.
5. Leave of Absence: Individuals wishing to take a leave of
absence from their training program must obtain approval from both their
Program Director and the University's College of Medicine Office of Graduate
Medical Education. Individuals are not automatically guaranteed re-entry
into the training program and therefore should discuss future arrangements with
their Program Director prior to commencing a leave of absence. Leave of
absence is uncompensated leave.
6. Individuals who are called to active military duty are
eligible for re-entry into the training program based on availability of
appropriate positions in the program.
7. Effect of Leave on Program Completion: Most
training programs have RRC-specified requirements for the number of weeks of
training completed per year and over the course of the residency.
Approved annual leave and sick leave are within the current requirements of all
certifying agencies. Individuals anticipating the need to request
additional leave, compensated or uncompensated, should discuss the impact on
their program completion prior to commencing the additional leave.
C. Health,
Disability, and Life Insurance: Health, disability, and life insurance benefits
are described in the House Officer Policies and Procedures Manual. As a
component of their benefits, all residents participate in the comprehensive
health insurance plan obtained for the University’s
Note: Dental insurance is not provided by the
University. Individuals wishing to purchase dental insurance should
contact the Office of Graduate Medical Education.
In order to provide appropriate coverage, the University
will charge residents who enroll for family health insurance (dependent)
coverage at the following rates: $50.00 per month for spouse only, and
$75.00 per month for spouse and child(ren) or child(ren) only. Residents
will be billed the applicable amount which will be deducted from his/her
paycheck on a bi-weekly basis.
D.
Conditions
For Meals and Laundry: Neither the University nor the Affiliated Hospitals
provide meals or laundry for residents. Residents who are assigned
to take in-house call will receive suitable quarters for sleep and study and
will have access to appropriate food services.
Neither the University nor the
E.
Duty Hours
Limitation: residents will not work more than 80 hours per week (averaged over
a four-week period), will have one day off per seven days (averaged over a
four-week period), and will have a minimum of ten hours between assigned duty
periods. Moonlighting within or outside USF affiliated hospitals must be
counted in the 80-hour workweek monitor. Resident/fellows are required to
log their work hours online for every pay period. The Resident / fellow will
receive an e-mail in their HSC e-mail account, which supplies them with the
direct link to complete these work hours.
F.
Counseling
and Psychological Support Services: A "Resident Assistance Program
(RAP)" is provided to all residents as a benefit of their employment by
the University. Services include counseling, rehabilitation, alcohol and
drug abuse, grief and loss, financial counseling, and others. Residents
are advised to consult the Resident Handbook for a full description of this
benefit. Currently, eight (8) visits per year are prepaid.
Additional visits and/or treatment may be covered by health or disability
insurance programs. The RAP is a confidential service which utilizes
health care providers outside of the normal house staff experiences to assure
privacy and freedom from interaction with colleagues or supervisors.
G. Faculty, in
conjunction with the program director, will assure that residents are provided
an appropriate level of supervision at all times and at all clinical sites.
IV. House
Officer agrees to accept responsibility for:
Residents' Responsibilities - Residents are expected to
conduct themselves as professionals in all situations. As such,
residents are expected to dress appropriately, use appropriate language,
refrain from actual or perceived harassment and interact with patients,
families, and co-workers in a congenial and constructive manner. As
mature adults with professional responsibility and standing, residents must be
committed to quality excellence in all aspects of their activities and are
expected to positively represent the University and the
Residents' responsibilities include:
1. Developing a personal program of self-study
and professional growth with guidance from the teaching staff.
2. Participation in safe, compassionate and cost
efficient patient care under supervision, commensurate with level of
advancement and responsibility and advising all patients at an appropriate time
of their status as University-employed residents.
3. Participating fully in all the educational activities
of the Program and, as required, assuming responsibility for teaching and
supervising other house staff and residents.
4. Participation in all required orientations,
continuing education and safety seminars.
5. Maintenance of current ACLS/PALS
registration.
6. Participating in institutional programs and
activities involving the medical staff and adhering to established practices,
procedures, policies and medical staff by-laws of the university and of the
relevant
7. Participation
in institutional committees and councils, especially those that relate to
patient care review activities and residency oversight activities.
8. Assuring State licensure or registration as
required by the Florida Department of Professional Regulation as described in
the Resident Handbook.
9. Complying
with the scope of practice documents pertinent to the training program and
obtaining an appropriate level of supervision for all patient care
activities.
10. Maintaining records as
required of hours worked and days not worked and providing information to the
Program Director and Office of Graduate Medical Education upon request.
11. Moonlighting (employment
outside of residency responsibilities) is limited to that which is approved in
writing by the Program Director and within the limits of the 80-hour
workweek.
12. Timely Payment of all
financial obligations to the University. The resident agrees that, in the
event he/she has any unpaid financial obligation(s) to the University, the
University is authorized to withhold issuance of the certificate of program
completion until all such financial obligations are paid in full.
B. Physician
Impairment and Substance Abuse: The University and the
Residents identified as being intoxicated will be referred
to the Physician Recovery Network (PRN), an independent agency sanctioned by
the State of
C.
Policy on Professional Activities Outside of the Training Program: House
Officers may not accept outside employment or engage in other outside activity,
compensated or uncompensated, which may interfere with the full and faithful
performance of clinical responsibilities. Any proposed outside
professional activities must be reported in writing to and approved in advance
by the Program Director and the University's College of Medicine Associate Dean
for Graduate Medical Education. The SIP does not provide liability
protection for residents for incidents occurring in the course of outside
professional activity. Residents should refer to the Resident Handbook or
contact the Office of Graduate Medical Education for additional information
regarding the approval of outside activity.
D. Grievance
Procedures: Residents are provided full protection against unfair treatment
through a formal grievance procedure. Specific directions for filing a
grievance are found in the Resident Handbook. Residents are advised that
defined time intervals apply to most grievances and delay beyond these
prescribed times may exclude the possibility of filing a grievance.
Grievances should be filed with the Office of Graduate Medical Education at
which time assistance will be provided in a fair and impartial manner.
E. Policies
on Gender or Other Forms of Harassment: The University's
F. Residency
Closure/Reduction: Recent changes in public policy as well as changes in
federal funding may, in the future, require adjustments in the number of
residents in existing programs or could even result in the closure of a
program. In the event the University intends to reduce the size of or
close a residency program, the University will inform affected Residents as
soon as possible and make every effort to allow residents already in the
program to complete their education. If any residents are displaced by
the closure of a program or a reduction in the number of residents, the
University will make every effort to assist the residents in identifying a
program in which they can continue their education.
G.
Discipline and Discontinuation: House Officer agrees and understands that
his/her continuation in the Program is dependent upon his/her satisfactory
performance in accordance with professional patient care standards and the
criteria of his/her Program, and compliance with the conditions and
requirements of this Contract and the Resident Handbook. The University
endorses the principle of progressive discipline and seeks to address
substandard performance and/or conduct with the least severe action necessary
to effect the desired change.
The University agrees that any academic or other
disciplinary action, including dismissal, which may be taken against House
Officer, will be in accordance with fair institutional policies and procedures
as described in the Resident Handbook. The University agrees that the
adjudication of any House Officer complaints and grievances related to actions
which could result in dismissal or could significantly threaten the House
Officer's intended career development will be in accordance with fair
institutional policies and procedures as described in the Resident Handbook.
________________________________________________________________
House
Officer Date
________________________________________________________________
Program
Director Date
________________________________________________________________
Associate Dean,
Graduate Medical Education Date
Resident
Contract 07-08