The Mount Sinai Medical Center

Employee
Handbook
Welcome to Mount Sinai!
You are joining a team of highly committed people who work together to
provide high-quality, compassionate patient care; educate the doctors of
tomorrow; find new answers in the diagnosis, treatment and prevention of
disease; and improve the health and well-being of our neighbors.
The skills and talents it takes to make the Medical Center work are extremely
diverse, but everyone shares the commitment to a common goal: serving
others. As a member of our staff, you have an important role to play.
This handbook has been prepared to inform you about the opportunities for,
and expectations of, those who work at Mount Sinai. The information ranges
from an overview of the institution to personal matters such as what to do
when you get sick, or where to go if you have a personal problem.
Please read the handbook carefully. If you have any questions, we encourage
you to ask your supervisor for more information. We look forward to your
productive contribution and success at Mount Sinai.
Jane Maksoud, M.P.A.
Senior Vice President for Human Resources
and Labor Relations
b
About Mount Sinai
The Mount Sinai Hospital ......................................3
Mount Sinai School of Medicine ..........................4
Commitment to the Community..........................5
Opportunities at Mount Sinai
Compensation
Benefits
Flexible Spending Account Plans......................6
Health and Welfare............................................7
Retirement Plans ................................................7
Workers Compensation....................................7
Other
College Savings Program..............................7
Long-Term Care Insurance..........................7
Supplemental Life Insurance ......................7
Transportation Reimbursement
Incentive Program (TRIP) ..........................7
Performance Appraisals ........................................7
Vacations, Holidays and Leave
Holidays ............................................................8
Paid Time Away from Work ............................8
The Paid Time Off (PTO) Program: ..........8
The Vacation and Sick Time Program ......8
Short-Term Paid Leave ..............................8
Jury Duty ....................................................8
Voting............................................................8
Leaves Without Pay ..........................................9
Wages and Salaries
Direct Deposit ..................................................9
Garnishments and Liens (Salary Attachments) ..9
Equal Opportunity
Americans with Disabilities Act ........................10
Grievance Procedures ........................................10
Promotion and Transfers ....................................10
Professional Development
Education and Training ......................................10
Tuition Assistance ................................................10
Upgrading Program for 1199 Members ............11
Management and Supervisory Development ....11
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Table of Contents
Please Note: This handbook is intended as a
general introduction to Mount Sinai as a workplace.
It does not attempt to address all possible appli-
cations of, or exceptions to, Mount Sinais policies
and procedures, which may change as circumstances
dictate. Up-to-date policies and procedures are
available on-line on the Mount Sinai intranet, at
http://intranet1.mountsinai.org/humanresources.
Recognition of Excellence
Presidential Service Award............................................11
Service Awards................................................................11
Merit Awards..................................................................11
Spotlight Awards............................................................11
Team Awards ..................................................................11
Team Spotlight Awards..................................................11
Milestone Anniversaries................................................11
Special Employee Services
Arts and Leisure..............................................................11
Plaza Cafe........................................................................12
Health and Well-Being
Employee Health Services (EHS)..............................12
Employee Assistance Program (EAP)......................12
Optical Dispensary....................................................12
Outside Inquiries ......................................................13
Pharmacy............................................................................13
Work and Family Programs
The Lewis Green & Evelyn Green Davis
Child Care Center............................................13
Child Care, Inc. ....................................................13
Other Conveniences
ATM..............................................................................13
Bookstore ..................................................................13
Gift Shop....................................................................13
The Gustave L. And Janet W. Levy Library................13
Parking ......................................................................13
Shuttle Services ..........................................................14
Personal Check Cashing............................................14
Mail Room Services..................................................14
Your Responsibilities
Code of Conduct
Confidentiality
Health Insurance Portability and
Accountability Act (HIPAA) ..............................16
AIDS/Human Immunodeficiency Virus (HIV) ........16
Notification of Conviction ......................................17
Maintaining a Drug-Free Workplace ......................17
General Reminders
Cleanliness and Appearance ............................................18
Contact with the Media ................................................18
Demeanor............................................................................18
Fire Prevention and Safety ............................................18
Personal Property ..............................................................19
Property Pass..................................................................19
Quiet, Please ..................................................................19
Reporting Incidents and Accidents ..............................19
Safety ..............................................................................19
Smoking ............................................................................19
Telephones......................................................................19
Tipping ..............................................................................19
Use of Mount Sinais Name ..........................................19
Sexual Harassment............................................................20
Fraud and Abuse Prevention:
Deficit Reduction Act (DRA)..........................................20
Professional Obligations
Illness..............................................................................20
Keeping Informed..........................................................20
Inside Mount Sinai ......................................................20
Information Centers ....................................................20
Lateness and Absenteeism................................................20
Orientation ....................................................................20
Probationary Period ......................................................21
Resignation ....................................................................21
Work Schedule and Overtime ......................................21
2
The Mount Sinai Hospital
In 1852, a fund of $1,034 raised by a group of
young men helped launch a new kind of hospital,
with a unique set of missions:
First, to provide the best patient care, rather
than simply offering beds for the poor, like the
other hospitals of the day;
Second, at a time when most institutions still
served a single religious or national group, to be
open to persons of all creeds and without dis-
tinction of color;
And third, to focus on science as the best way to
improve care.
Building on this founding legacy, the Hospital has
sustained a rich tradition of clinical innovation.
Mount Sinai was the first general hospital in the
country to establish an inpatient pediatric service
and one of the very first to create a school of nurs-
ing, a social service department, and a blood bank.
Mount Sinais Adolescent Health Center broke
ground as the first primary care program in New
York specifically designed for the needs of these
young people.
Medical advances pioneered at Mount Sinai
include the first cardiac stress test, the first use of
an artificial kidney machine, the first genetically
engineered vaccine, the first blood transfusion into
an unborn fetus, and the first liver transplant in
New York State.
Today, the fundamental goal of The Mount Sinai
Hospital remains superlative, compassionate,
entirely personal patient care. The hospital treats
close to 50,000 inpatients a year. Outpatient visits
total nearly 400,000, and Emergency Room visits
approximately 70,000. There are over 1,500 physi-
cians on staff, as well as 600 residents and clinical
fellows in training.
3
About Mount Sinai
For 150 years, Mount Sinai has been a place
of extraordinary people, extraordinary medicine
above all because it was founded on extraordinary
ideas. Today, our Medical Center has evolved
into one of the worlds best-known centers of health
care, education, medical research, and service to
the community.
Mount Sinai is used as a resource both nationally
and internationally for acute care, and also serves
as a regional leader for a number of diseases, con-
ditions, and disciplines, including AIDS,
Alzheimers disease, diabetes, gene therapy, geri-
atrics, hemophilia, high-risk pregnancy, neonatal
specialty care, organ transplantation, palliative
care, pediatric respiratory disease, space medicine,
and spinal cord and traumatic brain injury.
Mount Sinai School of Medicine
Built around the revolutionary Mount Sinai
Concept, which advocated balancing biologic
thinking in medicine with concern for the whole
patient, Mount Sinai School of Medicine opened
its doors in 1968, ensuring the Medical Centers
ability to pursue the growing promise of biomed-
ical research, while continuing to train students in
the deepest humanistic traditions of medicine.
In a few short decades, the dual focus of the
Schoolserving science and societyhas pro-
pelled it to a position of prominence among the
countrys elite academic medical institutions.
Today, the School is internationally recognized for
groundbreaking clinical and basic-science research,
as well as innovative approaches to medical educa-
tion. It is particularly renowned for:
Translating scientific discoveries into improve-
ments in patient care. The School has ranked
for several years among the nations top 25
medical schools in support granted by the
National Institutes of Health.
Unique educational programs, such as the
Humanities in Medicine program, which creates
opportunities for liberal arts students to pursue
medical studies and reflects the Schools com-
mitment to preparing well-rounded human
beings who can bring a variety of perspectives
to the field of medicine;
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Instructional innovations, like the Morchand
Center, the nations largest program based on
the use of actors who assume the role of
patients. The program teaches future physicians
to become not only highly skilled diagnosti-
cians, but also experts in the art of listening with
compassion and empathy.
Preparing doctors from many different ethnic
backgrounds to help ensure diversity among
physicians, a factor now widely recognized as
key to improving the quality of, and access to,
care for the population as a whole. At Mount
Sinai, approximately one student in five is
selected from a minority group underrepresent-
ed in the medical profession.
Through the Mount Sinai Graduate School of
Biological Sciences, Mount Sinai also trains bio-
medical researchers with an emphasis on the rapid
translation of discoveries of basic research into new
techniques for fighting disease.
Commitment to the Community
Mount Sinai is profoundly engaged in promoting
health and well-being among the many different
communities it serves. The Medical Center main-
tains strong links to local groups, health providers,
and consumers of hospital services through its
Department of Community Relations and the
Mount Sinai Community Board. In addition, the
School of Medicine plays a leadership role in iden-
tifying and resolving health issues among the local
population. In an average year, Mount Sinai spon-
sors several dozen community service programs,
working in partnership with more than 50 com-
munity organizations. Community service is an
integral facet of student life.
Mount Sinai has truly distinguished itself in devis-
ing programs that dismantle barriers to care and
meet the changing needs of people at different
stages of life. Many programs bring services out
into the community, whether to schools, homes, or
places of natural congregation, like churches and
community centers; all exhibit careful attention to
factors reflecting diversity, such as language and
other aspects of culture.
Neighborhood health education programs are tai-
lored to the particular needs of East Harlem. They
include school-based primary care programs, edu-
cational and enrichment programs for youth enter-
ing health careers, visits to the homebound elderly,
teaching parenting skills to pregnant teenagers, and
AIDS education.
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Compensation
The purpose of Mount Sinais compensation pro-
gram is to support the Medical Centers ability to
attract, retain, and motivate the highly qualified
people needed to achieve the goals of the institu-
tion. Wages and salaries, health and welfare benefit
coverage, and paid time off are all part of this pro-
gram. Each aspect of the overall compensation
program is designed and administered to comply
with all applicable laws and to provide fair treat-
ment for all employees.
Benefits
Mount Sinai offers a comprehensive benefits pack-
age to protect you and your family in case of ill-
ness, injury, or death. Benefits provided to union
employees are in compliance with their collective
bargaining agreement.
Part-time employees hired on or after January 1,
2004, who are scheduled to work 60 percent or
more of the full work-week are eligible for health
and welfare benefits and 403(b) retirement plan
employer contributions (where applicable).
Make sure that you receive all the benefits to
which you are entitled and that you keep your
personal information up to date. Please notify
Human Resources (HR) of changes in your
address, marital status, number of dependents,
insurance beneficiary, etc. You can find the rele-
vant forms on the HR intranet site. (To access the
site, go to http://intranet1.mountsinai.org and click
on the Corporate Services tab at the top of the
page; in the list that comes up on the left-hand side
of the screen, click on Human Resources.)
Flexible Spending Account Plans: Health Care and
Dependent Care Reimbursement Accounts provide
a tax-efficient way to pay for healthcare expenses
that are not reimbursed by insurance, and for cer-
tain dependent care expenses. These plans involve
pre-tax payroll deductions, subject to plan limits.
Opportunities
at Mount Sinai
Mount Sinai recognizes that its employees are its
most valuable resource. We strive to recruit the
most capable people and to place them in positions
best suited to their abilities and career objectives.
The Medical Center values each employees indi-
viduality and dignity, and recognizes outstanding
performance and service through both formal
awards and informal appreciation.
The Medical Center also makes a significant
investment in its employees, not only in compen-
sation, but also in training and development,
encouraging people to acquire the capabilities for
advancement.
Health and Welfare Benefits: Mount Sinai offers
employees a wide range of options for both well
care and illness, including medical, prescription
drug, dental, and vision plans; different levels of
income protection for those unable to work due to
an illness or injury (disability coverage); and finan-
cial protection for families in the event of the
employees death or permanent disability (group
term life and accidental death and dismemberment
insurance). Group life insurance may also be avail-
able for spouses and children of eligible employees.
Retirement Plans: The 403(b) plan lets you set
aside money toward retirement with each pay-
check. These pre-tax contributions reduce the
amount of current income taxes you pay (you will,
however, pay income tax when you receive the
money later on). You decide how your contribu-
tions are invested.
Employee contributions are based on a percentage
of total compensation (including overtime, bonus-
es, shift differentials, etc.), up to a maximum annu-
al contribution limit set by the Internal Revenue
Service. These limits are indexed for inflation and
may change from time to time.
Some employment classifications also qualify for
employer contributions. Consult the 403(b)
Summary Plan Description or collective bargaining
agreement to find out if you qualify, and under
what conditions.
Workers Compensation: This can include salary
replacement and medical benefits (subject to statu-
tory limits) if you contract an occupational illness
or have an injury on the job.
Other benefits offered to Mount Sinai employees
include:
College Savings Program, a tax-efficient way to
help reduce the burden of paying for tuition,
room and board, books, and other required
expenses at eligible institutions of higher learn-
ing for yourself and family members. You can
set aside money through post-tax payroll deduc-
tions toward these expenses, subject to statutory
limits. To pay for qualified college expenses,
participants can withdraw all assets, including
earnings, free of federal and New York State
income taxes.
Long-Term Care Insurance, which allows you to
build up coverage for possible need later in life,
e.g., for nursing home care.
Supplemental Life Insurance, to provide addi-
tional financial security for your family in the
event of your death.
Transportation Reimbursement Incentive
Program (TRIP), which helps reduce commut-
ing and parking expenses by allowing employees
to set aside money through pre-tax payroll
deductions.
Performance Appraisals
Mount Sinai has established a systematic perform-
ance appraisal program that enables employees and
supervisors to discuss, plan, and review an employees
performance together. The goals of the program
are to:
help you better understand your responsibilities
as a Mount Sinai employee,
help you increase your productivity and effec-
tiveness by involving you in planning for your
activities, and
7
ensure that your salary adjustments, transfers,
promotions, and, when necessary, dismissal are
based on a shared understanding of your
responsibilities and the expectations for your
performance.
Performance appraisals are retained in your per-
sonnel files. If you do not agree with your per-
formance appraisal, you may appeal to the next
highest level of supervision in your department.
To review your personnel file, call to make an
appointment with the Labor Relations Office.
Vacations, Holidays, and Leave
In addition to offering eight paid holidays a year,
Mount Sinai has two different programs (Paid
Time Off and Vacation and Sick Time) that pro-
vide employees with paid time away from work.
The Medical Center also permits various types of
leave without pay.
Holidays: After 30 days as a full-time employee, you
are entitled to eight paid legal holidays each year:
New Years Day
Martin Luther Kings Birthday
Presidents Day
Memorial Day
4th of July
Labor Day
Thanksgiving Day
Christmas Day
Holidays for union employees are offered in accor-
dance with collective bargaining agreements.
Paid Time Away from Work: There are two pro-
grams (described bellow) that define employees
entitlement to paid time away from work. Job clas-
sification, length of service, base hours, and collec-
tive bargaining agreement determine the number
of days you have off. Part-time employees who
work 60% or more of the full work week are eligi-
ble for these programs on a prorated basis.
The Paid Time Off (PTO) Program: An innova-
tive way to provide greater flexibility in taking
time off from work, this program combines
vacation, sick, and personal time into one PTO
bank. The program applies to all non-bargain-
ing-unit employees. For detailed information
regarding your PTO allotment, please refer to
your benefits book.
The Vacation and Sick Time Program: If you
are covered by a collective bargaining agree-
ment, you should refer to the terms of that
agreement for details.
Vacation days: In general, after six months,
employees under this program are eligible to
take one-half of their yearly vacation allot-
ment. Supervisors schedule requests for vaca-
tion in accordance with Medical Center policy
and any applicable collective bargaining agree-
ment. Employees under this program are also
entitled to four free personal days a year.
Sick days: Sick days are granted only in case of
genuine illness or injury. Employees are eligi-
ble for sick days after 30 days of employment.
Mount Sinai also observes the following policies
regarding other paid times away from work.
Short-term Paid Leave: After 30 days of employ-
ment, you are eligible for certain days off with pay
to attend to personal matters. These include:
Marriage days;
Parental day (on the occasion of the birth of
a child);
Adoption day;
Condolence days (in the event of the death of
a parent, spouse, child, brother, sister, grand-
parent, father-in-law, or mother-in-law)
For specific time allotments, non-bargaining-unit
employees should consult the HR intranet; bargain-
ing unit employees should refer to the terms of their
collective agreement.
8
Jury Duty: If you serve on a jury, you will
receive your regular pay minus the pay you
receive as a juror. This does not include on
call jury time when you are able to work. When
you receive your jury duty paycheck, you are
required to take it to the Payroll Department of
the Finance Division so that appropriate adjust-
ments to your regular paycheck can be made.
Voting: On Election Day, polls are usually open
early enough before a shift starts or late enough
after a shift ends to give employees enough time
to vote. However, if you do not have enough
time to vote due to your schedule or travel time,
inform your supervisor at least 10 days in
advance so that arrangements can be made for
coverage.
Leaves Without Pay: When you need to take a leave
of absence, contact (for non-bargaining unit
employees) Human Resources and Labor Relations
or (for bargaining unit employees) a representative
from Local 1199, the New York State Nurses
Association or Local 32B-32J to find out about your
eligibility for benefits during this period.
Family/Medical Leave: Employees who have
been continuously and actively employed for
one year and have worked at least 1,250 hours
during the year may be eligible for a Family/
Medical Leave of Absence up to a maximum of
12 weeks per year. For details, please consult the
HR manual, section 3.18.
Personal leave. You may be eligible for
unpaid leave due to family circumstances or
other factors of major consequence.
Educational leave. You may be eligible for
unpaid leave for education purposes.
Military leave. If you take time off for mili-
tary duty, you will be reinstated to your for-
mer position or a position of like status and
pay without loss of seniority.
Wages and Salaries
Salary ranges for non-union employees are designed
to be equitable throughout the Medical Center. Every
effort is made to ensure that your rate of pay falls
within the pay range established for your job. Your
specific rate of pay within the range depends on
many factors, including your job performance, sen-
iority, availability of funds, and market conditions. If
you are covered by a bargaining unit, your wages are
administered as specified in the bargaining contract.
Depending on your position, you will be paid weekly,
biweekly, or monthly. The Medical Center will make
deductions from your paycheck for federal, state, and
local taxes, as well as for Social Security. Other deduc-
tions such as union dues, charitable contributions,
employee cost-share for benefits, and tax-sheltered
annuity contributions can be made with your author-
ization.
Direct Deposit: With direct deposit, your salary is
automatically transferred to the bank account you
specify. For more information about this convenient
program, please contact the Payroll Department, or
visit either the Payroll or HR intranet site.
Mount Sinai paycheck-cashing is also available at the
cashier on the main corridor (MC) level, near the
pharmacy. Be sure to bring your Mount Sinai ID
card and endorse your check when you arrive at the
service window. Normal hours for check cashing are:
7:30 am - 4:30 pm, Thursday
7:00 am - 12:30 pm, Friday
Garnishments and Liens (Salary Attachments): The
Medical Center is legally required to honor author-
ized garnishments and wage assignment for payment
of debts or obligations. If this should happen, the
Department of Human Resources and Labor
Relations will notify you immediately so that you
will have an opportunity to make an agreement or
a settlement with the agency to which you are
indebted. If you are unable to obtain proof of set-
tlement, the Medical Center will withhold a per-
centage of your salary until your debt is paid.
9
Equal Opportunity
Equal opportunity is given to all applicants without
regard to race, sex, color, creed, religion, age, dis-
ability, national origin, veterans status, marital sta-
tus, sexual orientation, affectional preference, or
citizenship status. Your selection is based solely on
your ability and qualifications for the job.
An Affirmative Action Program is in place
throughout the Medical Center to ensure that this
policy is uniformly applied, in keeping with Mount
Sinais traditions of fairness and compliance with
federal, state, and city laws.
Americans with Disabilities Act
Physical disabilities that do not with reasonable
accommodation affect your ability to do the job
you have applied for are not cause for exclusion.
Grievance Procedures
The Medical Center strives to be consistent and fair
in its labor relations and pursues the development
of sound working relationships among supervisors
and employees. Usually, issues resulting in a griev-
ance are the result of a misunderstanding and can
be resolved through improved communication
between management and employees.
If, however, you believe that you have been subjected
to unfair, capricious, or discriminatory behavior,
you may file a formal grievance. Information
regarding the grievance procedure and grievance
forms are available from the Labor Relations Office.
Promotions and Transfers
Mount Sinai fosters a policy of promotion from
within. Your ability to do the work, a satisfactory
performance record, and seniority are the main
considerations.
You may also wish to transfer to another position
to take advantage of the many opportunities for
career growth and development within the Medical
Center. To ensure that all our employees know
what opportunities exist, available positions are
posted throughout the Medical Center weekly.
Usually, you become eligible for a transfer after one
year in your present position. If you see a job list-
ing that interests you, speak to your supervisor. To
apply for a new job, complete a transfer applica-
tion, and return it to:
Recruitment and Staffing, Box 1514
e-mail: Human Resources, [email protected].
Nurse transfer forms are available from:
Nurse Recruitment and Retention, Box 1166
e-mail: [email protected].
Professional Development
Mount Sinai invests great care and considerable
resources in fostering your continued professional
development because it benefits both you and the
Medical Center.
Education and Training
The Department of Organizational Development
and Learning offers a range of educational oppor-
tunities, including formal classes, forums for shar-
ing best practices, and informal gatherings.
In addition, the Mount Sinai Hospital School of
Continuing Education in Nursing offers a variety
of development programs for nursing staff, award-
ing contact hours approved by the New York State
Nursing Association (NYSNA), a member of the
American Nursing Association (ANA) accredita-
tion body for continuing education. All programs
are free of charge for Mount Sinai staff.
Tuition Assistance
Mount Sinai also supports the educational devel-
opment of its employees with a generous tuition
assistance program. The program covers both non-
degree courses that are directly related to your
present job and degree programs that will prepare
you to assume greater responsibilities or to advance
in your profession.
10
Regular salaried employees are eligible for tuition
assistance if they have been employed at Mount
Sinai for at least one year. Part-time employees may
be eligible for assistance based on the number of
hours worked per week. In some cases, if you are a
union employee, specific tuition assistance pro-
grams have been established in accordance with
your unions collective bargaining agreement.
Upgrading Program for 1199 members
Mount Sinai contributes to the Training and
Upgrading Fund in accordance with the collective
bargaining agreement between the League of
Voluntary Hospital and Homes of New York and
Local 1199. The Fund supports educational pro-
grams for Local 1199 members, who can receive
training in laboratory technology, x-ray technolo-
gy, nursing, and other health careers. If you are a
member of Local 1199, you can obtain information
about educational programs sponsored by the
Training and Upgrading Fund from Local 1199
headquarters.
Management and Supervisory Development
If you are in a management or supervisory posi-
tion, you can avail yourself of a wide range of
development programs, including seminars and
workshops about human relations, communica-
tions, time management, and other specialized top-
ics. To take advantage of these programs, you
should talk with your immediate manager.
Recognition of Excellence
Mount Sinai has a long tradition of recognizing and
honoring compassion, leadership, and dedication.
Organized annually by a broadly representative
committee who volunteer their time, the Employee
Recognition Program consists of multiple events
honoring the dedication and accomplishments of
Medical Center staff.
In addition to the Presidential Service Award, the
highest honor, there are three categories of individual
awards and two categories of team awards:
Service Awards, which require at least two years of
employment at Mount Sinai, recognize an ongoing
record of excellence in leadership, compassion, and
work.
Merit Awards recognize a single act of courage,
above and beyond expectations.
Spotlight Awards highlight a special contribution to
ones own department, Hospital/School program, or
the community that reflects Mount Sinais mission
and standards of excellence.
Team Awards honor groups (formal or informal) of
16 or fewer employees who have demonstrated the
benefits of ongoing teamwork in achieving a com-
mon, measurable goal.
Team Spotlight Awards recognize extraordinary
contributions by a group of 16 or fewer employees
to their own department, Medical Center programs,
or the community.
Mount Sinai also celebrates milestone anniversaries.
Employees marking 10, 15, 20, 25, 30, 35, 40, 45 or 50
years of service are honored at special events during
the annual Employee Recognition Program.
Special Services for Mount Sinai Employees
Arts and Leisure
The Recreation Office is the center for a wide range
of services devoted to helping you plan your recre-
ational and leisure-time activities. Open to all staff,
students, volunteers, retirees, patients, and their
families, the Office is located at 19 East 98th Street,
Room 1E.
8:00 - 9:00 am, Wednesday and Thursday
12:00 - 5:15 pm, Monday through Friday
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Discounted tickets: Tickets are available for
Broadway shows, sports events, concerts, and other
performing arts. Taped listings are available at
212-241-7257, and, for a listing of the current days
tickets, updated throughout the day, at 212-241-
9531.
Consumer services: You are also eligible for mem-
bership in discount buying clubs and direct dis-
counts on a wide range of products and services,
including magazines, travel, hotels, car rentals,
amusement parks, health clubs, and restaurants.
The Recreation/Consumer Services Staff can pro-
vide you with general consumer information and
help you plan your activities.
Plaza Cafe
The Plaza Cafe, located on the main floor of the
Guggenheim Pavilion, is open to employees and
visitors,
6:30 am - 7:30 pm, Monday through Friday,
7:00 am - 9:00 pm, and 10:00 am - 3:00 pm, Saturday
and Sunday
There is also a Starbucks snack cart in the lobby of
the Annenberg Building, serving a variety of hot
and cold foods.
6:30 am - 4:30 pm, Monday through Friday
Health and Well-Being
Employee Health Services (EHS):
Pre-employment physical examinations,
Examination after sick leave,
Treatment for on-the-job illness or injury,
Immunizations, e.g., for hepatitis B or flu,
Yearly tuberculosis testing.
You will be paid for working time spent in EHS,
the Emergency Room, or a same-day, EHS-
arranged consultation in a clinic.
It is important, however, for you to have your own
primary care physician, since EHS is not staffed to
treat non-job-related illness or injury.
8:00 am - 4:00 pm, Monday through Friday
For medical attention at other times, go directly to
the Emergency Room.
Employee Assistance Program (EAP): The EAP is a
confidential, short-term counseling and referral
service available to you and your family as part as
your benefit package. You may consult with EAP
professional social workers concerning such issues
as family and marital difficulties, emotional prob-
lems, illness and stress, alcohol or drug abuse,
financial or legal worries, and difficulties in getting
along with co-workers. The service is strictly vol-
untary and confidential; no reference will be made
on your personnel records.
Optical Dispensary: You receive a 20 percent
discount when you fill your eyeglass prescriptions
at the Optical Dispensary.
9:00 am - 5:00 pm, Monday through Friday
12
Outside Inquiries: If Mount Sinai receives a
request for information about you from an outside
agency, we will provide date of employment, job
title, full-time or part-time status, and department
name.
If you leave Mount Sinai, information will be
released only with your written authorization or as
required by law.
Pharmacy: You may fill your prescriptions at the
Hospital pharmacy.
Work and Family Programs:
The Lewis Green & Evelyn Green Davis Child
Care Center provides innovative child care in its
facility on East 97th Street. The Center operates
on a fee-for-service basis. It is open to children
ranging from three months to five years of age.
For additional information, contact the Center
Director at 212-241-1707.
6:45 am - 6:00 pm, Monday through Friday
Child Care, Inc. is an employer-sponsored
resource and referral agency that helps employ-
ees make quality child-care arrangements. If you
need information or referrals to child-care
optionssuch as family day-care providers,
group family day care homes, full-time and
part-time infant and toddler programs, school-
age programs for after school, vacation and hol-
iday child care, and summer campscall Child
Care, Inc., at 212-929-4999.
8:00 am - 6:00 pm, Monday through Friday
Other Conveniences
ATM: Automatic teller machines are available near
the Plaza Cafe, on the ground floor of the
Guggenheim Pavilion.
Bookstore (East Building, 1425 Madison Avenue,
ground floor): The Mount Sinai School of Medicine
Bookstore sells a comprehensive selection of current
medical and nursing books and will place special
orders for books not in stock. Other merchandise
includes stationery and school supplies, sweatshirts,
tee-shirts and mugs with the Mount Sinai insignia,
trade books, candy, cold sodas, ice cream and cook-
ies, health and beauty aids, film and film processing,
and computer accessories.
Gift Shop (Guggenheim Pavilion Atrium): In the
Gift Shop you can find a potpourri of decorative
china and glassware, fashionable handbags, scarves,
seasonal accessories, sleepwear, and a wide variety
of fine costume jewelry. In addition, stationery,
greeting cards, candy, and magazines are stocked.
Employees receive a 10% discount on many items
and free gift wrapping.
The Gustave L. and Janet W. Levy Library
(Annenberg Building, 11th floor): All employees of
The Mount Sinai Medical Center are eligible to use
the library by showing a valid Medical Center iden-
tification card. You must obtain a library card to
check out material. Orientation and tours are
available upon request.
Parking: On-campus parking is limited and avail-
able to those meeting specific eligibility criteria.
Information about eligibility and alternative park-
ing locations is available from the Department of
Security.
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Shuttle Services: For the convenience of all staff,
the Medical Center operates several shuttle buses
to and from the Bronx Veterans Administration
Medical Center, Elmhurst Hospital Center, and the
Adolescent Health Center on East 94
th
Street
(Human Resources is also at the 94th Street loca-
tion). A shuttle also operates in the evening to the
Metro North railroad station at 125
th
Street.
Schedules are available from the Department of
Security, KCC-1. Shuttle tickets can be purchased
in the parking garage on 99
th
Street.
Personal Check Cashing: You may cash personal
checks up to $50 at the cashiers window, located in
the Guggenheim Pavilion, ground floor. The check
must have your supervisors signature and exten-
sion number on the back. Your ID card is also
required. A small fee is charged.
7:30 am - 4:30 pm, Thursday
7:00 am - 12:30 pm, Friday
Mail Room Services: The mail room is located on
the 5 East 98th Street sub-basement level.
9:00 am - 5:00 pm, Monday through Friday
Airborne/TNT overnight package delivery pick-up
boxes are located in the Annenberg Plaza, 5 East
98th Street lobby, Atran E level, and the Basic
Science Building lobby.
14
Code of Conduct
The Medical Center maintains a strict Code of
Conduct for all employees. It requires us to abide
by the letter and the spirit of all applicable laws
and to adhere to the highest ethical standards of
conduct in all Medical Center activities.
Much of what is required by the Code involves
common sense, good judgment, and appropriate
personal behavior. Serious infractionsincluding
theft; falsification of records; deliberate destruction
of Medical Center property; misuse of hazardous
materials and infectious waste; creating unsafe
working conditions; inappropriate conduct with
patients, other employees, or visitors; and inappro-
priate use or release of patients personal health
informationmay result in immediate discharge.
Less serious infractions are subject to disciplinary
action up to and including discharge.
It is also a requirement of our Code of Conduct
that employees come forward with any information
regarding an actual or possible violation of the
Code or Medical Center policy. There is a firm
commitment on Mount Sinais part that there will
be no reprisals of any kind for good faith reporting
of actual or possible violations of the Code of
Conduct.
If you have any questions or concerns, please call
the Compliance Helpline at 1-800-853-9212, or
contact the Compliance Office.
15
Your Responsibilities
as a Mount Sinai
Employee
Mount Sinai expects all employees to take pride in
their work and to recognize the responsibility of
belonging to a community whose goal is to promote
the better health of people both here and elsewhere
in the world.
Confidentiality
In the course of your work, you may have access to
a patients health information. It is very important
to remember that this information is confidential.
It is not limited to medical condition, diagnosis,
and treatment, but also includes name, address,
social security number, telephone number, and
other demographic information.
Under no circumstances should you discuss a
patients health information with anyone who does
not have a legitimate business need for it, unless
Mount Sinai has specific written permission from
the patient to do so. Never discuss patient infor-
mation in public areas, such as elevators and cafe-
terias.
Health Insurance Portability and Accountability
Act (HIPAA): Confidentiality of patient informa-
tion is not only a policy of Mount Sinai, it is also
regulated by federal laws (known as the HIPAA
regulations, for Health Insurance Portability and
Accountability Act) and by laws of New York State.
Violations of patients privacy are subject to disci-
plinary action, up to and including termination.
If you have any questions about patient confiden-
tiality or the HIPAA regulations, please contact the
Compliance Helpline at 1-800-853-9212.
AIDS/Human Immunodeficiency Virus (HIV):
HIV-related information is given special protection
under New York State law. All personnel who have
access to medical records or HIV-related informa-
tion in any form are required to read and comply
with the following provisions:
HIV-related information is very broadly defined. It
includes information as to whether the patient has
had an HIV test, even if the test is negative, or any
other information that could possibly identify
whether the patient has AIDS/HIV-related infec-
tion or any HIV-related illness, including informa-
tion about the patients spouse or sexual partners.
A good rule of thumb is to keep all information about
a patients HIV status strictly confidential.
The law also addresses:
Specific release forms: Medical records that contain
HIV-related information cannot be released unless
the patient signs a specific form authorizing the
release of the records. This form notifies the
patient of the possible consequences of releasing
the information.
There are, however, people who may receive HIV-
related information even if the patient has not
signed a specific release form. These include:
the patient;
healthcare providers and their employees who
need access to the information either to provide
patient care or to maintain medical records,
provide billing services, etc.;
blood and organ banks;
medical staff committees, accreditation
committees, etc.;
various social service and public health officers
and government agencies;
third-party payors, to the extent necessary for
reimbursement;
contacts (spouses or sex partners) of infected
patients with a significant risk of infection, or
persons identified as having been exposed to
infected blood from the patient. Only a physi-
cian may disclose information about an HIV-
related patient to a contact. The disclosure
must be made without mentioning the name of
the infected patient, and the physician must
have attempted to have the patient inform the
contact;
a court, through a specifically obtained court
order, but not a subpoena;
another hospital or healthcare provider, but
16
only if the other provider is treating the patient
for an HIV-related illness, and the information
is given to help in that treatment.
Redisclosure: Any time a record containing HIV-
related information is released, it must be accom-
panied by a statement informing the recipient of
the confidential nature of the materials and pro-
hibiting redisclosure. (In the event of oral disclo-
sure, a written statement to this effect must be pro-
vided within ten days.)
HIV test results: HIV test and related materials
must be maintained directly in the patients chart.
Informed consent: A specific informed consent form
developed by the Department of Health must be
used every time an HIV test is given, and the
patient must receive pre-and post-test counseling.
The law specifies the information that must be
provided in the counseling sessions.
It is vital that you fully understand this law. If you
have any question about the law, or the way it
affects procedures in your department, please con-
tact your Chairman, Chief of Service, Chief
Resident or Department Head.
Notification of Conviction: Employees must
report any felony conviction for a violation
occurring in or out of the workplace to the
Department of Human Resources and Labor
Relations no later than five days after the convic-
tion. Employees are required, as a condition of
employment, to comply with this policy.
Maintaining a Drug-Free Workplace: As a federal
grant recipient and contractor, The Mount Sinai
Medical Center is required to certify that it will
provide a drug-free workplace. As a condition of
employment, each employee is expected to be
familiar with, and abide by, the contents of the
Medical Centers Drug-Free Workplace Policy.
Employees are also required to inform the Medical
Center if they are convicted of any drug offense.
The illegal sale, manufacture, distribution, or
unauthorized use or possession of drugs or con-
trolled substances by employees on Medical Center
premises or in the course of Medical Center busi-
ness is prohibited and may be grounds for immedi-
ate dismissal.
The Medical Center may at its discretion take any
other appropriate disciplinary action short of ter-
mination against employees who have violated the
above rules. In some cases, the employee may be
referred for counseling and treatment through the
Employee Assistance Program or to any other reha-
bilitation program.
Any employee suspected of being under the influ-
ence of any alcoholic beverage or unauthorized
drug while on duty who refuses to be medically
evaluated or release the results of such evaluation
to the Medical Center (as employer) will be
relieved from duty and will be subject to discipli-
nary action up to and including discharge.
Individuals who are chemically dependent on alco-
hol, drugs, or controlled substances are encouraged
to voluntarily seek assistance and rehabilitation
through the Employee Assistance Program.
A Drug-Free Awareness program has been estab-
lished to inform all employees about the dangers of
drug abuse in the workplace; the Medical Centers
policy of maintaining a drug-free workplace; the
availability of drug counseling, rehabilitation and
employee assistance programs; and the potential
penalties for drug-abuse violations.
Employees must report any conviction under a
criminal drug statute for violations occurring in or
out of the workplace to the Department of Human
Resources and Labor Relations no later than five
days after the conviction. In certain circumstances,
we must report this conviction to the appropriate
federal agencies.
17
General Reminders
Cleanliness and Appearance
Standards of cleanliness for employees of a medical
center are higher than for those of almost any
other industry. As an employee of The Mount Sinai
Medical Center, you are expected to maintain the
highest standards of personal cleanliness, appear-
ance, and grooming appropriate to your position.
In most instances where a uniform is required, the
Medical Center will provide and maintain uni-
forms free of charge. In other instances, you will
receive a uniform allowance. If you wear a uni-
form, it is your responsibility to ensure that it is
complete, clean and neat.
Contact with the Media
Contacts with the media carry the risk of misrepre-
sentation, dissemination of incorrect information,
disclosure of confidential matters, violation of pri-
vacy, and the misinterpretation of the comments of
an individual as being representative of the policy
or viewpoint of the entire institution.
Because dealing effectively with the media requires
special knowledge and skill, the Department of
Marketing, Communications, and Public Affairs
(212-241-9200) should be consulted and/or serve
as intermediary in all dealings with the press. You
should also contact Public Affairs if you expect
press inquiries or situations that appear likely to
involve the news media during evenings, nights, or
weekends; a representative is always on call and
reachable via the Mount Sinai page operator.
Similarly, no camera crews or photographers are
allowed inside the Medical Center without authori-
zation and advance arrangement through Public
Affairs. Whenever possible, Public Affairs personnel
will accompany news media camera crews and
photographers to assure that filming is confined to
authorized subjects and areas of the Medical
Center.
All media requests for information about a patient
should be referred directly to Public Affairs. Any
patient to be interviewed, recorded, filmed, or pho-
tographed by the news media must sign a
consent/release form that authorizes the interac-
tion and makes clear that Mount Sinai has neither
control over, nor responsibility for, the way the
resulting material is used. For patients under the
age of 18, the consent/release must be signed by a
parent or legal guardian.
Demeanor
You can increase our patients confidence in you
and the Medical Center by being courteous in your
manner and careful about your appearance and
equipment.
Fire Prevention and Safety
An outbreak of fire is particularly dangerous in a
hospital environment. Your help is necessary to
ensure the safety of our patients and other employ-
ees. Be sure to follow all precautions and use all
safety devices when handling tools, machines, and
flammable materials. Understand the safest way to
your job, and do not take chances. Learn the fire
regulations that concern you, and ask your supervi-
sor what your responsibilities are if a fire should
break out. Be alert for any conditions of potential
danger, and report them to your supervisor imme-
diately.
Among the important fire safety tips to bear in
mind are:
R-A-C-E, the acronym that summarizes the
actions you should take in case of fire:
Rescue (Move patients or occupants from
immediate danger to a safe area.)
Alarm (Activate the nearest fire alarm box and call
the hospital fire operator at 4-FIRE [ext. 43473].
Give your name, location and a brief description
of the fire.)
18
Confine (Close all patient rooms and corridor
doors to prevent the spread of fire.)
Extinguish (Portable fire extinguishers are
designed for emergency use only. Do not
attempt to put out the fire beyond its initial
stage.)
P-A-S-S, the acronym that summarizes the steps
in using a fire extinguisher:
Pull the pin.
Aim at the base of the fire.
Squeeze the handle.
Sweep back and forth.
Fire extinguishers are available on every floor.
When they are recessed, their location is marked by
a red sign projecting from the wall.
Alarm bells signal the location of the fire, using a
special number code. The building alarm bell code
is posted on every floor at every fire alarm box.
Personal Property
If you have been assigned a locker, make sure it is
secured before you leave the area. Never leave
valuable property in your locker or desk. The
Medical Center does not insure personal property
and cannot be responsible for its loss.
Property Pass
Security officers are authorized to make checks of
any packages. Make sure you obtain a property
pass from your supervisor before you carry a pack-
age out of the Medical Center.
Quiet, Please
Almost every area of the hospital is a patient area
or near one. For the benefit of our patients, avoid
talking loudly or making irritating noises. If you
notice any conditions or equipment that create
unnecessary noise, please report them to your
supervisor.
Reporting Incidents and Accidents
If you observe a hazardous condition or an injured
person while on duty, notify your supervisor
immediately. Please report any thefts, broken
locks, or other suspicious incidents to Security.
Safety
Mount Sinai is concerned about the safety of all
patients, visitors, and employees. For emergencies,
please call 4-SAFE (ext. 47233).
Smoking
The Mount Sinai Medical Center is a smoke-free
facility. Smoking is not allowed anywhere on the
premises. Any employee found violating the smok-
ing policy is subject to disciplinary action.
Telephones
The Medical Center is made up of a vast network
of interdependent units that call upon each other
all the time. It is therefore imperative that depart-
ment telephones be kept open for Medical Center
business. If you wish to make a personal call dur-
ing your rest period or mealtime, please use the
pay telephones located throughout the Medical
Center.
Tipping
The Medical Center gives high-quality professional
care to all patients regardless of their ability to pay.
Encouraging or accepting tips from patients or vis-
itors is inconsistent with the philosophy and pur-
pose of the Medical Center. Therefore, accepting
tips is forbidden.
Use of Mount Sinais Name
The name Mount Sinai is of considerable value,
since it represents the highest ethical and profes-
sional standards in patient care, teaching, research,
and community service. Mount Sinais name may
not be used in connection with any transaction or
activity without the approval of the Boards of
Trustees. In particular, it may not be used in a
manner that would identify Mount Sinai with any
product or commercial activity that would imply
the institutions endorsement or support.
19
If you have any questions about the use of the Mount
Sinai name, please contact the Compliance Helpline at
1-800-853-9212.
Sexual Harassment
The sexual harassment of any employee is unaccept-
able conduct and is not tolerated by the Medical
Center. Unwelcome sexual advances, requests for sex-
ual favors, and other verbal or physical conduct of a
sexual nature should be reported immediately to the
Labor Relations Office for investigation. Employees
engaging in sexual harassment are subject to appropri-
ate action, which may include counseling or discipli-
nary action up to and including discharge.
Fraud and Abuse Prevention: Deficit Reduction
Act (DRA)
Mount Sinai maintains a vigorous compliance pro-
gram and strives to educate its work force on fraud
and abuse laws, including the importance of submit-
ting accurate claims and reports to the Federal and
State governments. It is expected that employees who
are aware of any occurrences of fraud, waste and/or
abuse report their concerns directly through the
Compliance Helpline at 1-800-853-9212. There shall
be no reprisals for good faith reporting of actual or
possible incidence.
Mount Sinai has adopted an extensive set of
programs in the Medical Center for detecting and
preventing fraud, waste and abuse. The Compliance
Department oversees these programs and depending
on the nature of the allegations, works collaborative-
ly with the Audit Services Department and the Office
of the General Counsel to conduct investigations in
these areas. Periodically, please check Mount Sinais
Policies and Procedures for Detecting and Preventing
Fraud and Abuse in the following link to keep
current with the latest regulatory changes.
http://intranet1.mountsinai.org/compliance
Professional Obligations
Illness
To give your supervisor time to reassign your work
to other employees in your department, you must
give at least one hours notice prior to the begin-
ning of your shift in a 24-hour area and within one
hour of the start of your day if your area has only
one shift.
You are required to notify your supervisor each day
that you are ill. You may be asked to provide proof
of illness or to undergo an examination by an
Employee Health Service physician so that your
return does not jeopardize your health or that of
the people with whom you come in contact.
Keeping Informed
As an employee of Mount Sinai, you are an integral
part of a community that takes pride in its achieve-
ments. To keep you up to date, Mount Sinai publish-
es a weekly newsletter and post, notices in key places
around the Medical Center.
Inside Mount Sinai: Published every Monday, Inside
Mount Sinai informs you of important activities at
the Medical Center. It includes a classified section for
Mount Sinai employees to advertise property, apart-
ments, car pools, and other goods and Medical
Center services. Copies are widely distributed. To
place an ad, contact the Department of Marketing,
Communications, and Public Affairs, at 212-731-
7919.
Information Centers: Bulletin boards and display
stands located throughout the Medical Center fea-
ture Medical Center job vacancies, educational pro-
grams, and other activities of general interest.
Bulletin boards featuring special offers available
through the Recreation Office are in the cafeteria and
outside the Recreation Office.
Personal notices may be placed only on the bulletin
boards outside the Recreation Office and the book-
store.
20
Lateness and Absenteeism
Your job is important, and it is important that you
are on time and present for work. In the event that
you have to be absent from work, you must notify
your supervisor in advance according to your depart-
mental procedure. Excessive lateness and absen-
teeism may result in disciplinary action.
Orientation
All new employees must attend an orientation pro-
gram to discuss the philosophy, objectives, and goals
of the Medical Center. The session will give you an
opportunity to meet with other new employees and
to experience firsthand the variety of skills and range
of people needed to make a major medical center
work. The Department of Human Resources will
notify you of the date of your orientation program.
Probationary Period
The purpose of the probationary period is to give
you an opportunity to decide whether you want to
be a Mount Sinai employee and to allow your
supervisor to see how well you manage your
responsibilities and interact with other employees
and patients. During your probationary period,
employment and educational references may be
verified and security checks will be completed.
The length of probationary periods may vary by
classification. You will be informed of the length of
your probationary period by your manager.
Resignation
If you intend to resign, you are requested to give
appropriate written notice to your supervisor. The
length of time of your notice should equal your
annual vacation/PTO entitlement for your job
classification.
Work Schedule and Overtime
To provide proper service to its patients, Mount Sinai
maintains a 24-hour, seven-day-a-week schedule.
You will be assigned hours and shifts consistent with
your departments needs and, insofar as possible,
with your personal preferences. Unless there is an
emergency, you will be given appropriate notice if
there is a change in scheduling.
While the Medical Center tries to keep overtime to
a minimum, you may be requested to work over-
time from time to time. You will be compensated
according to Medical Center Human Resources
Policy or your collective bargaining agreement.
21
The Mount Sinai Medical Center
Department of Human Resources & Labor Relations
One Gustave L. Levy Place
New York, NY 10029-6574
www.mountsinai.org
Another Day, Another Breakthrough
22
10/07