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CATSKILL REGIONAL
MEDICAL CENTER
EMPLOYEE HANDBOOK
POLICIES AND
PROCEDURES
Revised 1/29/07
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MISSION STATEMENT
The mission of Catskill Regional Medical Center is to provide the highest quality
health care services to the residents of Sullivan County and surrounding
communities, in a patient and family environment. The care we render shall
address the physical, emotional and spiritual needs of the community and
enhances the quality of life for our patients, staff and their families by continually
evaluating and improving our performance.
VISION
Catskill Regional Medical Center (CRMC) is committed to becoming the health
care provider of choice for the patients in our service area. This will be achieved
by:
 Creating a culture that is patient centered, focused on excellence and
community oriented.
 Empowering employees to become agents of change.
 Developing new services and expanding existing services to meet the
needs of the community, employing traditional as well as complementary
and alternative approaches to patient care.
 Providing qualified professional staff in a coordinated and planned
fashion to meet the changing needs of our patients.
 Acquiring the latest in technology to support our caregivers, our clinical
services and our administrative and support staffs.
 Improving access to services, continuity of care and convenience for
patients.
 Providing care in a holistic, safe and healing environment, which
embraces the Planetree model of patient care, respecting the confidential
nature of the patient-hospital relationship.
 Assuring the financial viability of CRMC.
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CATSKILL REGIONAL MEDICAL CENTER
PRINCIPLES
We believe that:
 The community we serve is our reason for being.
 Both the Harris and Callicoon divisions of CRMC provide needed
services for our community.
 The highest level of patient care is achieved when patients and families
are empowered through information and education to be partners in their
care.
 All our business and inter-personal relations are conducted at the highest
levels of honesty, integrity and professionalism.
 All members of the CRMC family (medical staff, employees and
volunteers) are “caregivers” and we value the pride and commitment
they bring to the community.
 We recognize the central role of the physician as the leader of our
healthcare delivery system.
 Our patients are best served when CRMC caregivers create a workplace
culture of shared responsibility, mutual respect and support.
 All members of the CRMC family share responsibility for the thoughtful
management of Hospital resources.
 The creation of mutual trust and collaboration with our community will
improve both access and continuity of care for all those we serve.
 Provide access to quality care regardless of ability to pay.
 Our Centers of Excellence; the Women’s Health Center; the Diabetes
Wound Care Center; the Skilled Nursing Facility; the Upstate
Rehabilitation Center, our Family Health Clinics and all of our service
areas provide accessible, focused, state of the art care for our patients
directed to their specific needs.
Approved by the Board of Trustees
On March 3, 2004.
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TABLE OF CONTENTS
SECTION I - INTRODUCTION & GENERAL INFORMATION
MISSION………………………………………………………………………
FORWARD.........................................................................................................
THE HOSPITAL'S ATTITUDE TOWARD COLLECTIVE BARGAINING…..
OUR COMMITMENT TO EQUAL OPPORTUNITY EMPLOYMENT............
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SECTION II - FOR THE NEW EMPLOYEE
THE HUMAN RESOURCES DEPARTMENT...................................................
ORIENTATION OF NEW EMPLOYEES..........................................................
EMPLOYMENT PHYSICAL.............................................................................
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SECTION III -WORK TIME POLICIES
HOURS OF WORK.............................................................................................
WORK SCHEDULES..........................................................................................
OVERTIME........................................................................................................
TIME CLOCKS...................................................................................................
PAY PERIOD AND PAYDAY............................................................................
MEAL AND REST PERIODS.............................................................................
CALL TIME........................................................................................................
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SECTION IV - PERFORMANCE AND ADVANCEMENT
ORIENTATION PERIOD-“PROBATION”………………..…............................
GETTING AHEAD: PROMOTIONS & TRANSFERS.......................................
PERFORMANCE EVALUATION -- KNOWING YOUR JOB SCORE..............
STAFF DEVELOPMENT AND IN-SERVICE EDUCATION.............................
LICENSES, REGISTRATIONS AND CERTIFICATIONS.................................
TUITION REIMBURSEMENT...........................................................................
IDENTIFICATION CARDS.................................................................................
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SECTION V - GENERAL POLICIES
WHEN YOU ARE OFF DUTY..............................................................................
EMPLOYMENT OF RELATIVES.........................................................................
NO SMOKING ......................................................................................................
MAINTENANCE OF CONFIDENTIALITY.........................................................
ACCEPTANCE OF GIFTS AND GRATUITIES...................................................
BULLETIN BOARDS.............................................................................................
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GIFT SHOP.......................................................................................................... 19
MEDICAL LIBRARY........................................................................................... 19
RECORDS AND STATUS CHANGE................................................................. 19
LOST & FOUND .................................................................................................. 19
SECTION VI - BENEFITS AND LEAVES
HOLIDAYS...........................................................................................................
VACATIONS........................................................................................................
LEAVES OF ABSENCE.......................................................................................
FAMILY AND MEDICAL LEAVE ACT................................................................
BEREAVEMENT LEAVE....................................................................................
JURY DUTY.........................................................................................................
TRAVEL EMERGENCY DAYS………………………………………………..
EMPLOYEE HEALTH SERVICES......................................................................
EMPLOYEE AWARDS PROGRAM...................................................................
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SECTION VII - CONDUCT AND BEHAVIOR
MAINTAINING DISCIPLINE AND DECORUM………………………………
GRIEVANCE PROCEDURE................................................................................
ATTENDANCE.....................................................................................................
SEXUAL HARASSMENT/HARASSMENT........................................................
SOLICITATION & CHARITIES...........................................................................
PERSONAL APPEARANCE.................................................................................
IN THE EVENT YOU LEAVE THE HOSPITAL’S EMPLOY............................
HOSPITAL SAFETY PROGRAMS.......................................................................
STAFF RIGHTS…………………………………………………………………..
CORPORATE COMPLIANCE PROGRAM……………………………………..
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SECTION VIII – INSURANCE
HOSPITAL AND MEDICAL INSURANCE....................................................... 31
LIFE INSURANCE................................................................................................ 31
WORKER'S COMPENSATION............................................................................ 32
IN CASE YOU ARE DISABLED......................................................................... . 32
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INTRODUCTION AND GENERAL INFORMATION
FORWARD
Catskill Regional Medical Center provides excellent hospital care. And, in an era when patients
have increasing choices as to who they want to have as their healthcare providers, your Hospital
intends to build on this excellence. Our reputation only can be achieved if the hundreds of men
and women who truly are the Hospital, are highly motivated and satisfied with what they do and
the environment in which they do it. To this end, the Hospital has developed and maintained
employee relations, policies and practices designed to make this a good place in which to work.
This Employee Handbook contains an overview of the hospital’s policies. You are urged to
become familiar with them. By knowing the various rules and regulations, benefits and other
important employee relations practices, you will get the most from your job and from your part as
a member of the Hospital's healthcare team.
Keep the handbook handy; it is yours to use. Should you ever misplace or lose it, be certain to
get a replacement from the Human Resources Department.
The information contained in this handbook about our personnel policies,
benefits, and rules of conduct are in a condensed form and do not detail every
condition of employment or personnel policy; however, it gives an excellent
review of information concerning what you can expect from the hospital and what
the hospital expects in return.
Because the handbook does not answer every question or cover every detail, be
certain to speak to your supervisor if you ever have any questions or want further
information. If your supervisor is unable to supply the information you seek, he
or she will obtain it, or, direct you to a member of the Human Resources
Department.
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Be sure to keep in mind that this set of policies and procedures is not a “contract
of employment.” Any individual may voluntarily leave employment and may be
terminated from employment, at will, at any time subject to the terms of any
collective bargaining agreement or specific contract which might cover the
person’s position. This means that any oral or written statements or promises
which are contrary to hospital policies are not valid.
THE HOSPITAL'S ATTITUDE TOWARD COLLECTIVE BARGAINING
Catskill Regional Medical Center recognizes its responsibilities to the community and to its
employees. It also recognizes its legal obligations and as a good corporate citizen, always will
fulfill its civic responsibilities, and deal responsibly with any bargaining agents with which it has
collective bargaining agreements.
The Hospital also recognizes that all employees whether or not they are members of a bargaining
unit are first and foremost employees of the Hospital and always will be treated equitably. The
Hospital also believes that employees who are not covered by collective bargaining agreements
should not have to turn to the outside for representation since the Hospital is voluntarily
committed to providing a responsive and positive work environment as outlined in its code of
employee relations.
OUR COMMITMENT TO EQUAL OPPORTUNITY EMPLOYMENT
Catskill Regional Medical Center has earned its reputation for high quality care because of the
contributions of men and women from widely diverse backgrounds. It is the policy of the
Hospital to provide equal employment opportunities to all employees and applicants for
employment without regard to race, creed, color, national origin, age, sex, marital status, or
handicapped (disabilities).
This non-discriminatory policy is an important expression of the hospital’s philosophy to
recognize the individual contributions made by employees of diverse backgrounds.
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SECTION II - FOR THE NEW EMPLOYEE
THE HUMAN RESOURCES DEPARTMENT
The Human Resources (“HR”) Department at Catskill Regional Center is there to serve all
employees. One of its primary missions is to continually plan actions to make your Hospital a
continually better place to work. The staff is committed to provide assistance to you in order that
your career at CRMC is a satisfying and enriching one.
Your supervisor always should be the first person to whom you should talk whenever you have a
question or concern. He or she will give you the information and guidance or refer you to the
Human Resources Department where the staff of the HR Department can give you help and
information in a wide range of areas. Members of the department can interpret personnel
policies and procedures, assist with job-related problems, and provide guidance and advice on
training and development matters, answers to questions regarding compensation and benefits and
help process insurance claims among issues of importance to you. You will also be able to
discuss problems which may be of a nature that cannot be discussed with your supervisors or
others. In some cases you may be referred to other hospital services including the Employee
Health Nurse.
The Human Resources Department has regular hours from 8:00 am to 5:00 p.m., Monday
through Friday; though from time to time it will vary the hours and open earlier, or remain open
later, in order that it can better serve employees on all shifts. Or, you can make an appointment
for a specific time. Give them a call if you want to learn more. You always will be welcome.
The first person an employee should talk with when there is a question, problem, or other
situation to be resolved, is his or her supervisor or department head. Maintaining the proper line
of authority always is important to an organization. Members of the HR Department have been
trained to inquire whether an employee first has seen departmental supervision; however, there
will be times when the question or situation makes it appropriate for an employee to come
directly to the HR Department, or it might be recommended by departmental supervision
themselves.
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ORIENTATION OF NEW EMPLOYEES
During your first weeks of employment at CRMC, there is an opportunity for getting acquainted.
During this time you will learn about your job, the work we do and have the opportunity to
decide if you want to become a regular member of the team. The Hospital will also have an
opportunity to get to know you and to determine how well you are learning and performing the
job.
As part of the orientation for new employees, there is a special, formal program presented by the
Human Resources Department. This is a carefully designed series of discussions and
presentations to help a new employee become familiar with the benefits and privileges enjoyed
and also to learn of the rules, regulations and requirements of members of the staff. Most of the
orientation actually is provided by departmental supervision and includes the necessary job
training associated with the job.
EMPLOYMENT PHYSICAL
In Catskill Regional’s effort to safeguard its patients, and provide for the welfare of its
employees, and to comply with the New York State Health Code, we provide a physical exam to
all those who have been hired to work at the hospital. This physical exam is provided at no cost
after you are hired but prior to the time when work actually begins.
You also will be scheduled for a yearly physical assessment. Should any health problems or
disabilities be discovered, the Hospital, if feasible, will make reasonable accommodations to
meet the needs of the employee as long as he or she is able to do the essential elements of the
job.
Employees have the right to access to their health records. Requests for copies should be made in
advance to the Employee Health Office.
SECTION III - WORK TIME POLICIES
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HOURS OF WORK
A hospital never sleeps. The care we provide means there always are employees at work, 24
hours a day, 7 days a week. Accordingly, the work shifts of different departments vary and are
tailored to the nature of the department, the services provided, and the hours of operation. Your
department manager will discuss your specific hours of work.
There are different lengths of work week determined by your general classification as employee
and if you are covered by the terms of a collective bargaining agreement, the hours of your work
week might be covered in the agreement.
If you are scheduled to work less than the hours for your general classification, you are
considered a part time employee. This will affect some of the benefits and other privileges you
have as an employee and will be discussed throughout the Handbook.
If you have been hired on only a temporary, or casual, basis, you will work the specific days and
hours as are assigned to you from time to time. Your supervisor will explain this to you further.
WORK SCHEDULES
The Hospital's reputation depends heavily on the services we perform and the quality of how we
perform them. Our work schedules are designed to ensure we can be the best. This is the
reasoning behind our policy regarding our scheduling practices. Your
department manager will explain your specific work schedule, though there may be times when
the hospital may find it necessary to change your schedule and, depending upon the department
in which you work, require you to work a different shift or to begin and end your shift at different
times. On occasions, it also may be necessary for you to work at a different location in order that
the Hospital delivers on its commitment to our community. Your department manager or
supervisor normally will tell you in advance what your schedule will be. The schedules for
bargaining unit employees are posted in accordance with the respective contracts. It is our
practice, in most departments, to rotate holiday and weekend assignments.
Request for Days Off: There may be times when you want to be certain to have specific days off
for purposes of your own. Should this occur, it is necessary for you to give your supervisor at
least two weeks notice in advance of the time schedule posting covering the period you want off.
If an emergency occurs, be certain to talk with your supervisor immediately to determine whether
your needs can be accommodated.
OVERTIME
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In nearly every department there will be times when the work load or other unanticipated
circumstance requires an employee to come in prior to the beginning of his/her normal shift or to
work beyond the end of his/her shift. Should overtime be necessary, the hospital will give you
as much advance notice as possible. Overtime, the same as holiday and assignments, will be
rotated among employees when operations make it feasible.
In the event that you believe overtime is required to complete your work, be certain to get
approval from your supervisor or department head. Approval must be given in order for the
Hospital to maintain control. If you are a non-exempt employee, payment for overtime is at the
rate of 1.5 times your hourly rate for time worked over forty hours of worked time in a week. In
the event you are covered by a collective bargaining agreement, other overtime provisions may
apply.
TIME CLOCKS
In any organization which employs many hundreds of employees, record keeping of time worked
needs to be accurate. It is for this reason that the Hospital uses a time recording system. As part
of maintaining controls, it is a must that employees do not “clock in” in more than seven minutes
prior to the beginning of a shift nor punch out within seven minutes after completion of work.
Your supervisor will discuss this policy with you in order that enforcement can be monitored.
This is an important policy for legal reasons and requires disciplinary action when it is violated.
Our time and attendance system pays at seven minute intervals, so if you clock in within seven
minutes after the start of your shift, you will be paid for the full amount; however, this would still
be counted as a lateness and will be treated as such. This point is covered further in Section VII.
PAY PERIOD AND PAYDAY
Every other Friday is payday at Catskill Regional Medical Center. Your paycheck will cover the
two week period which begins with the beginning of the 11:00 shift on Saturday night (Sunday
workday). The method of paycheck distribution will depend on the manner on which your
department operates. Normally, your supervisor will give you your check during your work shift.
In the event you are not scheduled on a Friday payday, the Hospital tries to have your check
available to you after 4:00 pm on the preceding Thursday. Please keep in mind that the Hospital
does everything it can to prepare the paychecks by Thursday, but due to holidays or other
circumstances, it may not always be able to do so.
MEAL AND REST PERIODS
Taking a break from the job for either a rest or a meal is an important part of the workday. Of
course, much of the scheduling depends on the nature of your department and the work it
performs, but as a general rule, you are eligible for two 15-minute breaks, plus 45 minutes for a
lunch period. A number of departments combine one of the 15-minute breaks with lunchtime
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thereby making the lunch period one hour, and the other 15-minute break is taken at another
time. If your department follows this practice, you will be advised by your supervisor. Please
note that the two 15-minutes breaks are considered work time and you are paid for them. The
three- quarter-hour period of time for meal is non-paid time. Employees covered by a collective
bargaining agreement may have some differences negotiated.
CALL TIME
A hospital always is “on call” in the event of emergencies and when services are needed with
little notice. By their nature, emergencies are unpredictable and at times, they occur when a
department may be closed or be operating with minimal staffing. To meet the possible demands
on it, a number of departments have established an “on-call” schedule to ensure availability of
qualified personnel at all times.
“On-call” means that an employee stays within reach of a telephone or can be reached by
electronic pager and is available for work when required. Should you work in a department with
an “on-call” schedule, it will be discussed with you so that you are familiar with the procedures
for your department and your specific job. Hourly employees who are “on-call,” are also eligible
for a special “on-call” payment and this too will be explained to you. If you are covered by a
collective bargaining agreement, its provisions will apply.
SECTION IV - PERFORMANCE AND
ADVANCEMENT
ORIENTATION PERIOD -- “PROBATION”
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The orientation period is planned in order that the Hospital and a new employee can get to know
each other. This is also a time which is considered probationary so that a decision can be made
by the Hospital as to whether the new employee's performance is meeting required standards.
The length of this time will vary for each classification or as determined by the collective
bargaining agreement which covers the position. Employees are notified of this probationary
period prior to the time of hire.
Near the completion of the probationary period, a performance appraisal is made by the
supervisor which helps to determine whether the employee will be asked to stay with the
Hospital.
GETTING AHEAD: PROMOTIONS & TRANSFERS
You are always encouraged to learn and grow on the job. And the hospital is always interested in
providing guidance and help. You can help yourself by letting your supervisor know of your
interests--the type of work you prefer, even if it means a job to which you would only transfer
and not be promoted. If it benefits your career and your personal interest, you will find greater
satisfaction.
Most open jobs are posted outside the Human Resources Department, and you never should
hesitate to visit the Human Resources Department to let them know of your interests and career
plans.
Under normal circumstances it is required that the employee be with the Hospital for at least six
months before being considered for a promotion or transfer unless the change is initiated by the
hospital.
PERFORMANCE EVALUATION -- KNOWING YOUR JOB SCORE
Everyone wants, and is entitled, to know how he or she is performing. It is important for your
personal satisfaction and to enable you to continue to learn and grow in your job and that you
have a regular opportunity to learn how you're doing and steps you can take to continue
progressing.
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A supervisor or department head always is available to discuss performance on the job. In any
case, at the completion of a new employee's probation period, on the first anniversary date of
employment, and annually thereafter, your areas of strength will be highlighted and those areas
where further development and improvement is necessary will be covered. And, you will have
an opportunity to discuss your future in your job and at the Hospital.
STAFF DEVELOPMENT AND IN-SERVICE EDUCATION
The health care industry is changing rapidly. This is reflected in many changes taking place in
various clinical processes and procedures as well as in every other specialty. Computers have
revolutionized administrative work and new types of equipment and facilities continually require
new methods. Within this reality the Hospital encourages you to continually upgrade your
knowledge and skills and supports your efforts to improve your career with the hospital. First,
in-service programs are conducted by the Hospital. You should consider your development as a
part of your job description and it is for that reason that many in-service programs provided by
the Hospital require mandatory attendance. When given during your off hours, you are paid for
the time worked at your regular rate of pay. The individual collective bargaining agreements
give additional details for those covered by a contract.
Second, attendance at courses, seminars and other education away from the Hospital also might
be of help and you may be eligible to have the Hospital pay for such programs based upon a
review of your performance and work with the hospital. If you know of a particular program that
you are required to take in order to maintain a license, certification or other credentials, be certain
to speak with your department head for details. Check also with your collective bargaining
agreement to determine whether this is covered under the contract.
LICENSES, REGISTRATIONS AND CERTIFICATIONS
In a highly specialized industry such as health care, many disciplines require specific licenses,
registrations and certifications in order to meet various standards. When you are employed, these
licenses or registrations and certifications were verified to be current and in good standing. The
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Hospital maintains a record of licenses, registrations and certifications, but it is each employee’s
personal responsibility to take the steps needed to keep any licenses or registrations, or
certifications are up-to-date. Should this policy apply to you, be certain to renew your license or
registration in a timely manner, bring the original document into your Department Manager or
Human Resources, have a copy of the original placed in your personnel record in Human
Resources with a signed note that your original document has been viewed.
Licenses, registrations and certifications are verification that an employee has the necessary
credentials for the job and must be kept current. If such a license, registration, or certification
expires, action is required including immediate removal from the job.
TUITION REFUND
Education is a multifaceted activity, thus in addition to in-service programs, attendance at outside
seminars and workshops, Catskill Regional Medical Center has a tuition refund program which
reimburses employees for college courses.
Payment for schooling is covered by collective bargaining agreements, for those who are subject
to those provisions, and in general, eligibility is for courses which support the employee's type of
work. For example, a nurse may want to advance in career by completing schooling for a
Baccalaureate or professionals in a number of specialties may be seeking advanced degrees. A
discussion with the Human Resources Department will be helpful in answering your questions
and giving you the full parameters of the criteria used.
The amount of tuition reimbursement for employees not covered by a collective bargaining
agreement is up to $1,000. If employed more than 7 years, employees can be reimbursed up to
$2,250.
Note: Any schooling for which reimbursement will be provided requires the employee to pass
the course with at least a grade of "C."
Eligibility
1.
Full and part time non-union/management employees: after one year.
2.
The proposed course or program should be held outside of regular working hours so that
the work schedule is not disrupted.
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3.
The course or program must be taken at an accredited educational institution or be part of
a vocational training, or work towards a college degree.
4.
The course load, in the view of the supervisor or department head, should not be so great
as to reduce the employee's effectiveness on the job.
5.
The course or program must be directly related to the work being performed or will make
the individual more valuable to the Hospital in some way.
IDENTIFICATION CARDS
As part of the Hospital's efforts to make it secure and safe to patients, visitors and employees,
every employee is provided with a personal identification card (which is used for payroll time
and attendance reporting, security card access and other purposes) on the first day of employment
to ensure our security policies are successful. Be certain to wear your ID card. It is required by
several regulatory agencies including the NYS Department of Health. It also makes it easier for
you to be identified as an employee and changes you from a stranger to someone that can be
identified as a "hospital friend." A good reminder to have your card is the practice to provide
you with an employee discount in the Hospital's cafeteria. Discounts are available only when an
employee can show the card. In the event that your card is ever lost or mutilated, be certain to
obtain a replacement in the Human Resources Department. The replacement cost of $15.00
covers the cost of the card which must have new electronic data imprinted into it and a new
photograph for placement on the card.
SECTION V - GENERAL POLICIES
WHEN YOU ARE OFF DUTY
It is part of the Hospital's efforts to make it safe and secure. Employees should avoid being on
Hospital property when not on duty. As a general rule of thumb, an employee not scheduled to
be at the Hospital for work or a scheduled meeting should follow the same practices as any
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visitor. For example, if an employee is visiting a patient, the same visiting policy and procedure
should be followed.
EMPLOYMENT OF RELATIVES
In a community hospital where many people and their families have lived for long periods of
time, it is expected that there will be friends and relatives at an organization which is one of the
largest employers in the area. The Hospital recognizes this and permits the employment of
relatives within the same department as long as there is Administrative approval; however, to
ensure all employees believe they are being treated fairly and equitably, it is the Hospital's policy
that a relative will not be in a position to supervise a relative.
NO SMOKING
In full recognition of the Hospital's obligation to help people stay healthy as well as to help them
recover from accidents and illnesses, the Hospital maintains a strict, No Smoking policy. We
also recognize that there are some employees who prefer to smoke and have provided areas
outside of the building for this purpose. Should you wish to smoke, your supervisor will advise
as to where the designated smoking areas outside the building are located. Always keep in mind
that even in the designated areas an employee must not smoke within 30 feet of any entrance.
This will ensure that any employees, visitors or patients visiting the building will not be
subjected to secondhand smoke.
MAINTENANCE OF CONFIDENTIALITY
Catskill Regional Medical Center respects the right of privacy to anyone under our care. In your
work you might have access to information about patients--even if you don't administer direct
patient care. One of our most important policies deals with our need to fulfill this promise to
patients which is even more important in a small community where so many people know each
other. This pledge of confidentiality must be an obligation fulfilled by every employee. In
addition, you will receive training on the federal laws and regulations (HIPAA) regarding Patient
Health Information, what it is, and how it can and cannot be use or released.
ACCEPTANCE OF GIFTS AND GRATUITIES
The Hospital receives many letters of appreciation and commendation from visitors and patients
who receive good care and courtesies while they are with us. Those letters always are shared
with employees; however, there may be times when a patient or visitor who is particularly
pleased and grateful for their care and service may offer an employee a gift or a gratuity.
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Certainly, such a gesture should be appreciated, but since our business is to provide good care
and service, the acceptance of any such offers must be denied.
The taking any cash gift or gratuity from patients, their families, visitors, or even sales
representatives is considered unethical and against the Hospital’s Corporate Compliance policy.
If you are placed in such an awkward position, extend a gracious "thank you" and explain why
you cannot accept the offer. Items which are permissible include gifts such as flowers, or the
sharing by all employees of a box of candies which may have been given to a nursing unit with a
value of less than $50. Should you ever be in a particularly difficult situation, talk to your
supervisor about the best way to decline the gift
BULLETIN BOARDS
A traditional method of keeping you informed of happenings at the Hospital is to check the
bulletin boards located in and just outside of the cafeteria, outside the Human Resource
Department and elsewhere throughout the Hospital as well. On the cafeteria bulletin board you
will find general information posted by the Hospital and information posted by employees,
including items they may have which are for sale. Should you wish to post something on the
bulletin boards outside the cafeteria or the Human Resource Department, be certain to first get
approval from the Human Resources Department. There are some restrictions on what might be
posted, such as personal notes, solicitations, and defamatory, obscene or political material.
The bulletin boards located outside of the cafeteria has been set aside for the use by the
organizations with whom there are collective bargaining agreements and for special postings by
Administration. The NYSNA, LPN/Technical and District 1199 each have their own board for
posting of information specifically for employees covered by collective bargaining agreements.
The material posted is governed by the respective collective bargaining agreements, and also
must receive approval from the Human Resources Department.
The bulletin board outside of the Human Resources Department contains a variety of
employment-related information and should be checked periodically by all employees.
GIFT SHOP
You will find the Gift Shop operated by the Hospital's Auxiliary to be worthwhile visiting. In
addition to food snacks, they offer a number of gifts at very reasonable prices. Making purchases
from the gift shop will be convenient for you, and also helps the Hospital since Gift Shop profits
are all turned back in the form of purchases of equipment and other items, some of which would
not have been bought if it wasn't for the efforts of the volunteers who operate the shop.
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In addition the Shop's newspapers, magazines, greeting cards, toiletries, candy, and jewelry are
very popular items with the visitors and employees.
MEDICAL LIBRARY
The Hospital has an excellent medical library which is used by medical professionals, and is also
available to any employee who wants to take advantage of the many books and periodicals
available. Catskill Regional encourages continuing education and it is for that reason the medical
reference library is available for anyone's use. When you visit the library, the proper loan and online procedures will be explained to you.
RECORDS AND STATUS CHANGE
There is a need for the Hospital to ensure that all its personnel records are current and complete.
You play a key role in making certain your file is current. Whenever there is a change in your
personal status, such as number of dependents, a change in address or telephone number, your
marital status, or other pertinent information you are required to notify Human Resources so that
the necessary changes can be made in our records. Some of these changes might affect the
amount of taxes withheld, changes in beneficiary for insurance, or other legal obligations. And,
even if you leave the employ of the Hospital, it is important to keep in touch with the Human
Resources Department so that any notices, including end-of-year tax forms, can be sent to you.
Failure to keep the Hospital informed or apprised of your status may result in denial of certain
benefits or privileges and under certain circumstances (e.g., loss of license, certification, etc.)
could result in disciplinary action.
LOST AND FOUND
It is not uncommon in a large organization such as ours for patients, visitors, or employees to
misplace or lose some possession. Should you ever find an item and are uncertain to whom it
belongs, bring it to the Security Department which is the center for lost and found articles.
Security will seek to find to whom any lost item belongs and will take steps to locate the owner.
SECTION VI - BENEFITS AND LEAVES
HOLIDAYS
While it is traditional for an employer to observe certain legal holidays, a hospital never closes.
Accordingly, there are no specific designated paid holidays for most employees. Time is
provided for employees to take a number of paid holidays off throughout the year which can be
taken on traditional days (such as New Year’s Day, President’s Day, Memorial Day, Labor Day,
Thanksgiving Day, Christmas Day , 4th of July and Columbus Day) and at your choice of time.
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These holidays also are taken when your department is closed, which might occur on a number of
recognized legal holidays such as Labor Day, July 4th, Christmas Day, etc.
The total number of "holidays" for most employees is twelve (12) days per year. If you are
covered by a collective bargaining agreement, you will find details spelled out.
VACATIONS
We believe that every person needs the rest and relaxation away from the job provided by
vacations. At Catskill Regional Medical Center there are a number of different time allocations
for different categories of jobs. The specific amount will be explained to you by your supervisor.
For those covered by a collective bargaining agreement, the amount and other factors relating to
eligibility and usage of earned vacation will be covered in the particular contract.
As a general rule, the Hospital provides longer vacations as your length of service increases. If
you work only part time, the amount of your vacation time would be pro rated based on the total
amount for which you are eligible and the number of hours for which you were hired.
Though most people take vacation blocks of a week at a time, with your supervisor's permission,
you may be permitted to take individual days. Vacation time may also be taken to pay for a work
day you might miss because of weather problems. In order to help in scheduling and as the best
way to ensure you will get the days off you prefer, be certain that you make your vacation request
as early as possible. This normally should be as much as several months prior to the vacation
time you anticipate. See your supervisor or department head for more specifics on scheduling of
vacation time as well as other details of your vacation benefit.
LEAVES OF ABSENCE
There may be times when you want or believe you need to take a leave of absence from the
Hospital for reasons other than the Family and Medical Leave Act. If you are covered by a
collective bargaining agreement, the contracts will spell out the details the reasons for which
LOA’ are permitted as well as the procedures to be followed. If you are not covered by a
contract, talk with your department head immediately to determine what arrangements you are
permitted to make and what, if any, can be made.
Please keep in mind that unless specifically spelled out in a collective bargaining contract, when
you are out on an unpaid LOA, your seniority with the Hospital continues but you will not be
accruing time for holidays and vacations.
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The union contracts cover the specifics regarding leaves of absence. In general, leaves should be
approved if they are in the best interest of both the Hospital and the employee and, if proper
coverage of the job can be assured.
FAMILY and MEDICAL LEAVE ACT
The Family and Medical Leave Act will provide you up to 12 weeks of unpaid leave during any
12-month period in the event of certain family emergencies or several other situations as defined
by law. You become eligible for this benefit once you have been employed for 12 months and
have worked at least 1,250 hours during the 12-month period immediately preceding the event
under question. These last 12 months and are known as a “rolling 12 months.”
The specific reasons for requesting such a leave includes the birth a child and the need to take
care of the child, the adoption of a child or the placement with you of a foster child. It applies if
you need to care for your spouse, child or parent who has a serious health condition or, if you are
unable to perform your job due to a serious health condition which requires hospitalization or
some form of continuing treatment by a health care provider. Should you seek to use this benefit,
be aware of the need for you to give at least 30 days notice if your leave is foreseeable, such as
with the birth of a child. And, it may first be necessary for you to use any vacation, sick pay or
other time off allowance.
BEREAVEMENT LEAVE
Whenever the unfortunate happens and there is a death in your immediate family, the Hospital
has several policies to aid you during this trying time.
Each of the collective bargaining agreements has a bereavement leave clause which will apply if
you are covered by that particular contract.
If you are not covered by a collective bargaining agreement, you will be permitted four
consecutive days off from scheduled work, with pay, in the event of the passing of a member of
your immediate family which is defined as spouse, sibling, children, your own parents and
grandparents and mother and father-in-law; this time must be taken consecutively beginning with
the day or day after the loss.
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If you are a temporary employee you may be excused from work for bereavement, though there
would not be pay for time away from the job. And, if you work part time on a regular basis, you
will receive paid time off but for only those days you would have worked if they fell during the
time of bereavement.
Additional unpaid time off may be granted in special situations such as your need to attend the
funeral of a relative close to you, though not a member of your immediate family. Or, in
general, you may use any holiday or vacation time due. Always be sure to talk with your
supervisor who will help you make the necessary arrangements for the time you need.
JURY DUTY
There is an obligation everyone has as a citizen; to serve on a jury whenever called. Should you
receive a jury notice, discuss the dates with your supervisor so that arrangements can be made to
cover your job during any time you may be serving. At times, because we are a health care
facility and serving may be difficult, you may want or be asked to request a postponement to a
later time. It is for this reason you should also contact the Human Resources Department
immediately after receiving your jury duty notice.
Serving on a jury is a major responsibility; the Hospital recognizes this obligation by paying you
your full, straight-time salary for whatever time you may be serving on a jury that you would
have been at work. This, obviously, is far higher than jury duty pay and, under state law you will
not receive any additional pay from the court.
If your hours of work are different from jury duty time, talk to the Human Resources Department
about special arrangements regarding the amount you will be paid.
TRAVEL EMERGENCY DAYS
Unlike many types of businesses, hospitals continue to service their patients regardless of
weather conditions which might cause private companies to close. Hospital employees must be
relied on to report for duty as scheduled, or as soon after as possible even in adverse conditions.
There will be times, however, when heavy snows or other weather problems might prevent you
from getting to work on time or not at all. In such instances and at the discretion of your
supervisor, you may be eligible to make up for any lost wages by using benefit days such as a
holiday or vacation day. If you arrive late and the work of your department permits it, your
supervisor can authorize you to make up the time missed, but this is not always practical or
possible. In any event, you are expected to call your department manager at least two hours
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before the start of your shift if you will be unable to come to work, or will be arriving to work
late.
EMPLOYEE HEALTH SERVICES
An important way we take care of employees is by operating an Employee Health Service staffed
by a full time registered nurse. The Employee Health Service is where employment physicals/
assessments are arranged and where you should seek help in the event of any medical problem or
non-emergent injury that occurs while you are on the job.
The Employee Health Service is located in the Human Resources Department and you either can
visit during normal office hours, or you can make an appointment for a specific time. In the
event of a medical problem during times the Employee Health Service office is closed, talk with
your supervisor about the situation. Please remember that the referral of employees to Employee
Health or the Emergency Department can only take place while an employee is on duty, for
work-related illnesses or injuries, and does not apply for illnesses and injuries that are incurred
while an employee is off duty.
EMPLOYEE AWARDS PROGRAM
It is your service and the service of every man and woman at Catskill Regional Medical Center
which gives us our reputation for quality care. To honor this service, the Hospital hosts a
reception each year at which employees with at least five years of service receives a special
award. It has been a tradition at CRMC to have a full recognition dinner in the spring for those
to be honored that year. In addition to the dinner, awards are given to employees on each fifth
year anniversary. It really is an occasion to look forward to and to enjoy.
SECTION VII - CONDUCT AND BEHAVIOR
MAINTAINING DISCIPLINE AND DECORUM
Wherever large numbers of people work together, the security and peace of mind of each person
requires the organization maintain the necessary discipline to keep operations running smoothly.
It is for that reason we have the need for policies which will ensure good patient care, safe
working conditions and the protection of the Hospital's property and operations.
In general, rules of conduct are good, common sense. Should an employee be unable or
unwilling to observe Hospital policies or should the individual be found to act in a manner which
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may be unethical, insubordinate, or illegal, disciplinary steps would be taken. Your supervisor
always will be available to discuss the rules and regulations which enable the Hospital to
maintain order. Should disciplinary action take place, it would generally follow a three-step
process.
First, an oral warning, in private, will be given by the supervisor in an effort to correct the
employee's behavior. A record of the conference will be placed into the HR file.
Second, a written warning is given as part of the serious attempt at correction. This record is
kept in the personnel file in the Human Resources Department.
The third step would follow if the problem has not been corrected or not expected to be
corrected. Action might range from suspension up to termination of employment.
The nature of the infraction will determine the specific disciplinary steps taken and, if you are
covered by a collective bargaining agreement, you should become familiar with those provisions
of the contract which might apply.
GRIEVANCE PROCEDURE
In any organization employing hundreds of men and women with different backgrounds and
experience, some misunderstandings or disagreements are bound to arise--about work, about a
policy or action or about a decision. Should that happen to you, you have a right to ask questions
and get answers. Of course, the first step would be to talk with your supervisor and/or
Department Head. It would be hoped that the matter could be cleared up to your satisfaction at
that point. However, if you are not satisfied, you have the right to use the grievance procedure
which is outlined in the collective bargaining agreements or, if you are not a member of a union,
as described below; guidance from the Human Resources Department is always available to you.
The Hospital believes that prompt attention to employee problems is of a high priority and that
you have the right to get your concerns reviewed openly and fairly. The procedure will give you
a fair and impartial resolution and you never will be adversely affected, in any way, should you
use this procedure.
1.
To your department head:
Put your grievance in writing. At your request your supervisor or the Human Resources
Department will help you put your concern in writing.
Forward your grievance to your department head and to Human Resources. Your Department
Head will review your position, consult with others as appropriate, talk with you, investigate the
facts and, if necessary, hold a hearing with you. At that point you can present any support of
your position and if you desire, you may have another employee of your choice come and help
you present your position.
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Your department head will give you a written answer within ten business days after the
completion of your conference.
2.
To Administration:
If you still disagree with the decision, you may, within one week from the time you receive the
decision, request that the matter be submitted to Administration for final determination.
The Hospital’s Human Resources Department will explain the procedures in order that you can
prepare your position.
This is the final step of the grievance process. You will receive a response informing you of the
Hospital’s position.
ATTENDANCE
Perhaps more important to a hospital than any other type of organization is the need to have
employees on the job when they are scheduled to work. Hospital operations are truly an example
of teamwork. One shift must pick up the momentum of another and patient care itself is
continual. It is for that reason the Hospital puts the highest priority on employees maintaining a
good on-time--at work record; even if the reason for absence or tardiness is for good reason what
is critical to the Hospital is whether or not an employee is on the job.
Because work schedules are maintained for an around-the-clock operation, it is an important
requirement that employees who are going to be absent to notify their department before the
beginning of the shift. If a department has not yet opened, the call should be made at whatever
time there would be someone available to take the call immediately after the department opens;
your supervisor will advise you of the particular arrangements within your department for
reporting off duty and may designate the specific person within the department to receive such
calls when he or she is not available.
An employee is required to notify his/her supervisor each day that he/she is out of work unless
the illness or other absence requires extended leave.
Employee must provide documentation from a physician that validates the need to miss work due
to illness or injury on the 4th day of absence. Collective Bargaining Agreements may provide
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different terms. In cases of an extended absence of greater than eight (8) calendar days, the
employee is to follow the Leave of Absence procedures.
Employees may be required to provide documentation from a physician when an occasion of an
unscheduled absence falls adjacent to a Holiday, Vacation, scheduled week-end off, or other
staffing situations deemed appropriate by your supervisor. Failure to do so will result in an
unexcused absence, and may lead to disciplinary action.
You receive sick time benefits to provide income protection in the event that you are ill. NonUnion/Management employees accrue sick leave each payroll period and are eligible to be paid
for earned and available sick time after completing three (3) months of employment, providing
the proper reporting procedures have been followed. The collective bargaining agreements will
explain the details for sick accrual for those employees covered under a collective bargaining
agreement.
For Hospital purposes, excessive use of unscheduled time off is defined as follows and is
grounds for initiating the Hospital’s progressive disciplinary process:
Guidelines
1.
Employees who are excessively late or absent, or employees who are absent without
authority unnecessarily burden fellow employees with additional work and interfere with
the efficient delivery of health care. Employees found to be abusing these policies will
first be counseled, than if improvement is not evident, appropriate disciplinary action will
be taken.
2.
An occasion is defined as one or more successive scheduled work days absence for a
single illness or injury (e.g., if an employee is out sick Friday and Monday for the same
illness and the employee’s regular days off are Saturday and Sunday, this is considered
one (1) occasion).
3.
Progressive discipline will begin when a supervisor has identified instances of noncompliance as follows:
Verbal Warning – Issued on the 4th occasion of unscheduled time
off during a six-month period.
Written Warning – Issued when one additional, unscheduled day is
taken within two months of the initial verbal warning.
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Suspension – Issued when on additional unscheduled day is taken
within two months of the initial written warning.
Termination – Action is taken if an additional unscheduled day is
taken beyond the limits stated above.
4.
Unauthorized absence is absence for reasons other than authorized sick or maternity
leave, marriage days, military duty, excused personal leave, jury duty, educational leave,
death in family, or paternity leave. Employees will receive no compensation from the
Hospital for unauthorized absences and subject themselves to disciplinary action.
SEXUAL HARASSMENT/HARASSMENT
Catskill Regional Medical Center always has been committed to policies that reflect high
standards of employee relations. The Hospital is committed to providing an environment where
employees work free from all forms of discrimination and harassment including sexual
harassment.
Specifically, the Hospital's work environment must be free of any intimidating, hostile, or other
offensive conditions, expressed verbally or in other ways, either explicitly or implicitly.
Moreover, employees are protected so that reports of any matters relating to sexual harassment
will be handled in confidence and without any recrimination.
Should you ever believe you have been the subject of harassment by an employee, supervisory or
non-supervisory, or by anyone who visits or does business with the hospital, report the matter to
your department manager or to the Human Resources Department.
An investigation will take place immediately and appropriate remedial action taken.
Catskill Regional Medical Center’s Sexual Harassment/Harassment policy is accessible to all
employees. All new employees receive a copy of the policy at General Orientation. Regular
employees are able to receive a copy anytime by contacting Human Resources.
SOLICITATION AND CHARITIES
The Hospital has an enormous amount of traffic. In addition to the hundred of employees, there
are many patients, visitors, and others, who do business with the Hospital. Accordingly, this
policy has been developed to reduce the possibility of disruption of our operations, littering and
unnecessary traffic.
With the exception of Hospital-sponsored and approved activities and charity drives or activities
associated with hospital organizations such as the Auxiliary, solicitation of any nature or the
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distribution of literature for the sale of goods and services is not permitted. In addition, the need
to maintain good order throughout the Hospital also means that solicitation of employees by nonemployees or outside organizations, including distribution of literature for any purpose or at any
time in working in public areas of the Hospital, is not allowed.
And, to ensure patient areas are as quiet as possible, employees are not permitted to solicit other
employees in such areas as: patient rooms, operating and treatment rooms and any other area
where patients need care or service. It is also important to know that employees who are not on
duty are not authorized to return to the Hospital for the purpose of soliciting or distributing
materials anywhere inside the Hospital or in outside work areas.
PERSONAL APPEARANCE
In a service organization such as ours which plays such an important part in the lives of members
of our community, personal appearance does much to convey a sense of well being and efficiency
to patients and visitors. It is for that reason every employee is expected to project the
professional, business-like and caring image at all times. Your personal appearance and hygiene
influences the impression the community has of us.
Your Employee Identification Badge must be worn at all times while you are at work.
You are expected to wear the approved uniform for your specialty or profession. If no specific
dress code has been established, you are expected to wear proper business attire and footwear.
Of course, clothes should always be clean and fresh. Your supervisor will guide you should you
have any questions about dress or the uniforms which are part of your department. If you are
required to wear a uniform, it will be supplied to you or paid for by the Hospital.
IN THE EVENT YOU LEAVE THE HOSPITAL'S EMPLOY
While we hope every job is satisfying and rewarding, there will be times when an employee will
leave the hospital. Under such circumstances the Hospital tries to ensure smooth transition and
enable us to maintain operations and services.
If you resign, it is necessary to give advance notice to your supervisor. Management/ non-union
employees who resign are required to give at least one-month's notice. For other employees, the
amount of notice is stipulated within the collective bargaining agreements. If proper notice is
given, and you are employed for a period of more than one year, you may be eligible to receive
certain terminal benefits for unused holiday, vacation and sick time. Human Resources will be
able to provide the details to you should the occasion arise. In addition, you can contact the
Human Resources Department to make arrangements to convert any health insurance that you
wish to continue and learn about your pension entitlement, if you are vested. The arrangements
will be explained to you at that time.
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Employees covered by a collective bargaining agreement may be eligible for other provisions.
It is also important to keep in mind that before receiving a final paycheck all hospital property,
including ID card, uniforms, and keys must be returned to your Department Manager or to
Human Resources when you pick up your final paycheck.
HOSPITAL SAFETY PROGRAMS
The Hospital safeguards its patients and employees by following a number of special safety
procedures. During a new employee's orientation, and each year thereafter, the Hospital's fire
and disaster plans are reviewed. In addition, a copy of each plan is in every department. You
should be well informed of the plans and your specific duties in case of an emergency. The fire
plan designates specific evacuation routes and emergency manpower.
You'll be instructed on your assignment in the event a fire or disaster occurs, but always be aware
of fire exits, alarms and extinguishers which are located throughout the Hospital. In addition,
there are drills held periodically throughout the year to ensure we have the readiness to deal with
an emergency in the Hospital or to respond to an emergency anywhere in our community.
Employees frequently take the fire and disaster policy lightly. Though the odds of any major
emergency always are slim, they also always are present. Be certain you and your co-workers are
familiar with the fire and disaster plan.
STAFF RIGHTS
The Hospital recognizes that aspects of patient care may cause conflict with an individual’s
religious, ethical or cultural values or beliefs. The Hospital will evaluate any request made by an
employee to not participate in an aspect of patient care, including treatment, because of a conflict
of this nature. Management will make a reasonable effort to offer the employee an opportunity in
another unit. Position availability and clinical abilities will be considered in reaching this
decision but under no circumstances will the Hospital compromise patient care.
CORPORATE COMPLIANCE PROGRAM
The Hospital has a Corporate Compliance Program. As part of that Program, the Hospital has
instituted various policies and procedures, which are set forth in Section III of the Hospital’s
Compliance Manual, to assist the Hospital in preventing fraud, waste and abuse in Federal health
care programs and to ensure the Hospital’s compliance with all applicable federal and state laws,
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regulations and rules. All personnel (including employees, management, physicians, consultants
and other agents) are required to comply with the Hospital’s Corporate Compliance Program.
The Hospital and all of its personnel (including employees, management, physicians, consultants
and other agents) shall also comply with all Federal and State laws, including false claims laws
and regulations, that apply to the Hospital’s operations.
The Hospital has a non-retaliation policy for personnel who raise compliance concerns or who
report known or suspected violations of the Corporate Compliance Program or of federal or state
laws. Concerns or reports about suspected violations can be made anonymously. Personnel are
also afforded protection by law for reporting known or suspected violations of Federal and State
false claims laws and regulations.
A summary of the federal and state false claims laws, as well as a summary of federal and state
whistleblower protection laws, are summarized in a Hospital Policy and Procedure on
Compliance with Applicable Federal and State False Claims Acts, in Part III of the Hospital’s
Compliance Manual and the Compliance Program Brief Summary. A copy of the Brief
Summary is provided to all employees upon hire and at annual employee training sessions.
Additional copies of any of these documents are also available to any employee upon request
from either the Compliance or Human Resources Departments.
SECTION VIII - INSURANCE
HOSPITAL AND MEDICAL INSURANCE
You may be eligible for hospitalization and medical insurance. The specific plan for which you
may be eligible varies depending upon your position, your normal commitment of hours worked,
and the terms of any collective bargaining agreement which covers your position. New
employees receive a full explanation of the arrangements, and are signed up by the completion of
the probationary period. Should you wish to review what your insurance covers, be certain to
visit the Human Resources Department. They will explain the coverage and the amount of any
payment you are required to make. The specific details of the benefits to which you may be
eligible are explained in the Summary Plan Description.
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Under a federal law called Cobra, you may be eligible to continue insurance for a designated
length of time in the event you leave the Hospital. At the time of separation, you will be
appropriately instructed, and any necessary forms will be provided at that time.
1.
2.
3.
4.
All employees eligible to participate in any of the health insurance plans are signed up
prior to the completion at their probation period.
The time at which insurance takes effect is determined by the individual plan.
When employees change marital status or have children, be sure to remind them to review
their insurance coverage.
Upon termination employees will be given the necessary forms to continue their
insurance under the Cobra legislation if they decide to do so.
LIFE INSURANCE
Every full time management/non-union employee at Catskill Regional Medical Center is
protected with a non-contributory, term life insurance policy at the conclusion on your
probationary period. Collective bargaining agreements may have other provisions for life
insurance benefits. It is important for you to make certain that your beneficiaries are kept
current. If there is any change in your marital status, number of children, be certain to visit the
Human Resource Department either to complete the necessary Change Form or to verify what the
life insurance coverage entails.
Many complications have arisen when an employee does not keep the beneficiary card current.
Though this is a responsibility of the employee, it is appropriate for you to remind any individual
who gets married or has children, to make changes in beneficiaries, if appropriate.
WORKERS COMPENSATION
An important "safety net" is the protection you have in the event you become injured or incur a
work-related illness on the job. In general, under the state's Workers Compensation Program,
medical costs due to work related injuries or illnesses are covered, and under certain conditions, a
percentage of lost wages may be paid to you.
Should you ever be injured while at work, you are required to report the incident and details to
your supervisor immediately and to fill out any required incident report. This will eliminate any
questions or problems should the effects of the injury arise at a later time. Unless you have
reported your work-related illness or injury as required, it is possible a claim made at a later date
might be denied.
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The processing of claims by employees who are injured or sick as a result of employment is
critical in order that the Hospital meet it legal and moral obligations. A cardinal rule should be
that all injuries, no matter how slight, should be reported. This prevents legal problems for
claims that are filed at a later time and is protection to the employee if a problem arises from an
incident which does not appear to be significant.
IN CASE YOU ARE DISABLED
The New York State Disability Insurance Provision is an additional protection in case of a
medical disability. In the event that you are medically disabled, you may be eligible for the
benefits of disability insurance on eighth day of continuous absence. However, under the
provisions of the law, you would be paid any sick time that you've accumulated and then receive
payments under the state plan after your sick leave entitlement expires. The percentage of
payment you receive is determined by New York State law, or, in some cases, by collective
bargaining agreement.
It is a legal requirement that employees do not make a profit of being out ill. It is for this reason
that employees must first use up all their sick leave before getting disability checks from the
state. Employees should also be reminded that New York State Disability is for injuries or
illness not caused on the job though medical problems by Worker's Compensation Provisions.