Contact your care team throughMyHealthor call 650-498-9000 if you have questions about your COVID-19 test result. The dress code is not simply a matter of professionalism, but also a matter of safety. Staff employees are eligible for pay increases based on performance. As the Delta variant continues to drive higher infection and death among the unvaccinated, vaccination is strongly recommended to ensure the safety of our community. The Pfizer and Moderna vaccine uses an mRNA strategy to teach your body to target the surface of the virus. Any time spent by the employee answering pages or calls or returning to work is compensable at the employees base rate of pay or overtime regular rate, as applicable. Stanford Health Care does not discriminate on the basis of Ancestry, Age, Color, Disability, Genetic information, Gender, gender identity, or gender expression, Marital Status, Medical Condition, Military or veteran status, National origin, Race, Religion, Sex and Sexual orientation. This policy also applies to: It is Stanford University's policy to pay salaries that reflect the duties and responsibilities of the position and the scope and complexity of the work performed. Look for the printer icon and click it. Will COVID-19-positive patients be on that unit? Legs should be covered to the knee. This policy and Stanfords compensation practices are designed to set pay that is competitive in the geographic region where work is performed and ensure that pay is managed in a consistent, equitable manner regardless of funding sources. In circumstances where a part-time employee plans to work in more than one job for the same or other department(s), the employees supervisors should contact the local Human Resources office for consultation on both topics before implementation. Course Schedule for 2-year and 3-year Pre-clerkship Paths, Required Pre-Clerkship Curriculum and Pathways, INDE 297: Reflections, Research and Advances in Patient Care, Social Justice & Health Equity Curriculum Thread, Physician-Scientist Training Program (PSTP), Medical Scientist Training Program (MSTP), Declare Intention to Split Pre-Clerkship Curriculum, Clinical Educator Required Professional Development, The Criterion-Based Evaluation System (CBES), MD Program Teaching Awards and Nominations, 2.1: Competencies and Objectives for Medical Student Education, 2.2: Specification of Requirements for Graduation with the MD Degree, 2.3: School of Medicine, Technical, Non-Academic Standards, 2.4: School of Medicine Professionalism Principles, 2.5: AAMC Uniform Teacher-Learner Agreement, Section 3: MD Requirements and Procedures, 3.1: Academic Records Privacy of Student Information, and Consent to Use of Photographic Images, 3.3: Data Security and Privacy (HIPAA) Training, 3.4: Definition of Medical Student Practice Role, 3.6: Ethical Conduct of Biomedical Research, 3.9: Leaves of Absence, Discontinuation and Reinstatement, 3.10: Malpractice Liability for Medical Students, 3.11: Medical Health Requirements and Immunizations, 3.12: Policies and Resources for Mobile Devices, 3.13: Respectful Environment and Mistreatment Policy, 3.15: Stanford Medicine Policy for the Removal and Transport of PHI, 3.16: School of Medicine Medical Education Research Initiative, 3.17: Stepping Out of MD Curriculum Sequence, 3.18: Student Duty Hours and Work Environment, 3.19: Student Participation in Clinical Activities Involving Personal Risk, 3.20: Stanford Hospitals and Clinics Surgical Procedures for Medical Students, 3.21: Universal Precautions and Needlestick Protocol, 3.22: United States Medical Licensing Examinations (USMLE) Requirements: Step 1 and Step 2 CK, 3.23: Stanford Hospital Computer Access for Medical Students (EPIC), 3.25: School of Medicine Absence Policy and Expectations, 3.26: N95 Respirator Mask Fit Requirements for Medical Students, 3.27: School of Medicine Dress Code Guidelines for the Clinical Setting, 3.28: School of Medicine Criminal Background Check Policy, 4.3: Academic Requirements for Graduation, 4.5: Required Pre-Clerkship Curriculum and Pathways, 4.10: Dropping Clerkships Less than Four Weeks Before Start of Period, 4.11: Completing Clerkships at Other Institutions, 4.12: INDE 297: Reflection and Contextual Medicine, 4.13: Advanced Cardiac Life Support (ACLS) Requirement, 4.14: Clinical Performance Examination (CPX) Series, 4.15: Curriculum and Assistantship Limits, Section 5: Assessment of Student Academic Performance, 5.1: Health Provider Non-Involvement in Student Assessment, 5.2: Evaluation of Performance in Courses, 5.3: Exam Policy for Required MD Pre-Clerkship Courses, 5.4: Evaluation of Performance in Clinical Clerkships, 5.5: Standardized Patient Teaching and Assessment Activities, 5.6: Medical Student Performance Evaluation (MSPE), Section 6: Committee on Performance, Professionalism and Promotion (CP3), 6.2: Standards for Satisfactory Academic Progress (SAP), 6.4: Procedures for Addressing Performance, Professionalism and Technical Standards Concerns, 6.5: Chart of Responses to Student Issues, Always bring your white coat. Supervisors (or their departmental designees) must approve exempt employees' leave records. When the university provides perquisites such as room, apartment, or meals, their value (as determined under tax laws) is added to cash compensation(and the employees regular rate of pay if required by law)to establish total base pay for computation of insured benefits. Many new technologies have been built into the new Stanford Hospital at 500 Pasteur Drive to make care more efficient than at the old hospital. If you are a private practice provider in Northern California and interested in exploring opportunities for you or your practice, please contact: PROVIDER RECRUITMENT & DEVELOPMENT UHAProvider@stanfordhealthcare.org Follow the instructions provided by your health care team. We will be traveling from out of town. September 1, 2014, Last Updated This Guide Memo describes university policy and procedures on accrual and use of vacation leave. We are committed to delivering the highest quality patient care in compliance with ourCode of Conduct. stanford hospital employee dress code adirondack chair kits trex bocas del toro hotels for sale. Departments should permit overtime work by non-exempt employees only when it is essential to the operation of the department. Employees away from work may be required to remain accessible for consultation or to return to work. I received a message to reschedule my appointment, what should I do to reschedule? Students are expected to dress professionally any time they see patients and should adhere to the dress code described below. If I have COVID-19 symptoms, how should I access testing? If I need support as a family member or caregiver, who can I contact? What time do I need to arrive to ensure my procedure will start on time? Overtime work by non-exempt employees requires approval in advance by the department head or a designated representative who has the authority to schedule work and approve overtime compensation. However symptomatic patients will be tested as needed. Dress codes for a job at a hospital, medical office or any other medical institution require conservative styles. Asked October 14, 2021 1 answer Answered October 17, 2021 - Security Officer (Full-time) (Current Employee) - Emergency Department Depends on the department you are applying for. Print out the information. Learn how Stanford Health Care brings together leading-edge technology, innovative research, and world-renowned experts to meet your unique needs. Or, rather than say, "Your clothes are too revealing," explain, "It would be beneficial for you to dress more modestly.". If you are not a Stanford Health Care patient, please share your vaccination card with your doctor or nurse. University requirements and government regulations require that overtime hours worked by non-exempt employees be recorded and compensated. Support teaching, research, and patient care. XR 15.5 Department of Radiology Employee Dress Code 5.2. If I book a new appointment, what should I do with my existing appointment? State law prohibits persons under age 18 from working more than eight hours per day under any circumstances. Senior Staff employees have responsibilities and functions that require different policies and conditions governing their employment and termination. 2.1.2 Recruiting and Hiring of Regular Staff, 2.1.4 Hiring Employees from Stanford Health Care or its Predecessor Companies, 2.1.7 Sick Time: Regular Staff Employees, Regular Academic Staff-Research and Regular Academic Staff-Professional Librarians, 2.1.16 Addressing Conduct and Performance Issues, 2.1.20 Hybrid (Telecommuting) Work Arrangements, 2.1.22 Sick Time for Temporary and Casual Staff Employees, alternative work schedules or flexible work options, Graduate Academic Policies and Procedures Handbook, Stanford Safety, Security and Fire Report, Academic Staff-Teaching and Other Teaching Staff Handbook, Temporary and casual employees, where specified, SLAC, but implementation procedures may differ. Departments finding it necessary to schedule overtime for one or more employees on a regular basis for six months or longer as the only means of meeting work requirements, must obtain approval in advance from the appropriate Vice President or Vice Provost. Avoid clothing with rips, tears, or frayed edges. It provides guidance to ensure that our work is accomplished in an ethical and legal manner. Consistent with its obligations under the law, Stanford shall not discharge, or in any manner discriminate or retaliate against, employees or applicants because they have discussed, inquired about, or disclosed their own pay or the pay of another employee or applicant. Non-exempt employees cannot be authorized to schedule or approve overtime work for themselves. No alternative work schedule for non-exempt employees may be implemented unless it meets all legal requirements and prerequisites and is reviewed in advance by Employee & Labor Relations in University Human Resources. The dress code is an immediately identifiable aspect of a company culture. However, two doses of two-dose vaccines, given at the proper intervals, is still the U.S. recommendation. The three vaccines being offered are all highly effective at protecting against severe forms of COVID-19 that can result in hospitalization or death. Please refer to ourvisitor policyfor the latest information on visiting patients in the hospital. University Human Resources Staff Compensation is responsible for providing, are responsible for managing pay and classification actions in their area(s). 2 0 obj Pregnant and recently pregnant people are more likely to get severely ill with COVID-19 compared with non-pregnant people. Dress shoes with a low or flat heel are recommended; Avoid open-toed shoes, flip-flops, or porous shoes. People who were treated for COVID-19 with monoclonal antibodies or convalescent plasma, or who were diagnosed with multisystem inflammatory syndrome, should typically wait 90 days before getting a COVID-19 vaccine. Stanford Health Care, Doctors, Clinics & Locations, Conditions & Treatments, View All Information for Patients & Visitors , Click here for a full copy of our Code of Conduct, Protections Against Surprise Medical Bills. Employee Relations | Human Resources Group (HRG) | Stanford Medicine Employee Relations The Employee Relations staff work to provide equitable treatment for staff through consistent application of University policies and procedures. Additional temporary compensation may be appropriate when an employee temporarily fills a position at a higher classification for two or more consecutive months, but typically no longer than six months, subject to additional considerations. How can I schedule a vaccine appointment at Stanford Health Care? Overtime policies are applicable to non-exempt temporary and/or casual employees as well as to regular non-exempt employees. The standard week is a seven-day period commencing at 12:01 a.m. Monday and ending at midnight the following Sunday. Can people receive flu shots and booster shots at the same time? All clothes must be work-appropriate. If a non-exempt employee is not provided the required number of duty-free rest breaks in a day and/or is not relieved of all duty during their rest breaks, a penalty of one hour of pay at the employee's regular rate must be paid to the employee. If you test positive for COVID-19 infection, you will receive a notification via MyHealth. Yes, patients will have a nasal swab for COVID-19 molecular testing before most procedures. This policy and Stanfords compensation practices are designed to set pay that is competitive in the geographic region where work is performed and ensure that pay is managed in a consistent, equitable manner regardless of funding sources. Contact your care team for medical guidance. University Human Resources Staff Compensation is responsible for providingguidance to local Human Resource Managers to ensure jobs are properly classified, and base pay is set appropriately and managed in a consistent, equitable manner. Create a . For non-exempt employees, the regular rate is the weekly salary,including any applicable premiums required to be added by law,divided by regular, non-overtime hours worked. PROCEDURE. Time and one-half: hours eight through 12 in one workday, Double-time: hours after 12 in one workday, Time and one-half: first eight hours on seventh consecutive workday, Double-time: after eight hours on seventh consecutive workday, Time and one-half: after 40 hours in one work week, unless a double-time premium applies. With a state-of the-art hospital, more than 2,800 medical staff and more than 1,300 residents and fellows, Stanford Health Care is committed to providing compassionate, coordinated care, personalized for the unique needs of every patient. The dress code policy must be written in the CHS policy format. For questions or further informationor assistancein determining the appropriate temporary compensation amount, contact University Human Resources, Staff Compensation. How your employees dress sets the tone for how other employees and your clients view the company. The Stanford Golf Course is a University-owned facility under the direction and supervision of the Department of Athletics, Physical Education and Recreation (DAPER). Federal and state laws require non-exempt employees to keep an accurate daily record of hours actually worked, including actual start and stop times and meal breaks. If you still need assistance, please contact Payroll at payrollhelp@stanford.edu or 650-723-2772. 3. 505 Broadway Redwood City, CA 94063 United States. Such waivers require the employees consent, can be revoked by the employee at any time, and are recommended to be in writing. Organizational Policies and Procedures . Pfizer has stated that approximately 42% of its 44,392 participants in its global COVID-19 vaccine clinical trials have a diverse background. Stanford Medicine recommends that persons who have had COVID-19 in the last 90 days discuss COVID-19 vaccination with their primary care physician if they are uncertain regarding vaccination. Contact the Administrative Guide editor in University Human Resources: Cardinal Hall, 5th Floor, Mail Code 8443 Further, it is understood that regular academic and exempt staff may often be expected to work in excess of 40 hours a week. Due to flooding, the 550 Broadway drive-thru COVID-19 testing and vaccination sites in Redwood City have closed permanently. Please inquire with your health care team for resources. Establishing a Dress Code for Healthcare Professionals. If a meal break is not provided, a one-hour penalty must also be recorded. Clinical Advice Services will relay your request to a nurse, who will call you back to deliver your negative test result. These memoranda include current compensation policies and procedures, and salary structures that are reviewed and approved each year. Contact TransportationServices@stanfordhealthcare.org or 650.736.8000. <> The Importance of Dress Code Hospital doctors and nurses delivering front-line medical . Each of us is accountable for the actions that we decide to take. What is the difference between a third dose of the COVID-19 vaccine and a booster? Vaccines work by teaching our immune systems to fight against infections. We are preparing for the changing world of health care and are committed to delivering value for patients. TheMyHealthapp allows the patient to invite family or loved ones to monitor the patients hospital stay remotely. On the MyHealth app home screen, tap on the Tests icon. Please bring a form of identification to your vaccination. University Human Resources Staff Compensation proactively reviews and approves all pay actions for Remote employees to ensure pay is managed in alignment with the applicable salary structure andprogram guidelines, and is equitable with pay of Stanford employees in similar roles. Stanford Medicine has made an effort to co-locate COVID-19 patients within our hospital to increase safety. Instructions & Help. 10.0.00004 Personnel Policies, Clinical Laboratory 5.3. (1) Overtime Rate The university's policy is to compensate non-exempt employees at a premium rate of one-and-one-half times the employee's regular rate of pay. Do I need to bring anything to my COVID-19 vaccination? The Centers for Disease Control and Prevention states that mRNA vaccines are being held to the samerigorous safety and effectiveness standardsas all other types of vaccines in the United States. If you are ready to request a policy update or housekeeping update for a specific Guide Memo, please refer to the Change Request Guidelines page. 505 Broadway You can also access your vaccination records from our medical records department at 650-723-5721. If preparation and/or teaching duties occur during the employee's normal work schedule, the employee must receive prior written approval from their current supervisor and the local Human Resources Office. 2.1.21 Remote Work Arrangements Last Updated February 8, 2022 Because these situations are considered to fall within the normal expectations for these staff, they would not constitute grounds for payment of additional compensation and the staff member would not receive payment in excess of 100% of the FTE salary. For example, a customer of Nebraska State Bank & Trust Co. complained to the bank's president about a branch employee's outfit of mismatched tunic and leggings, fringed boots, and large earrings. There is strong evidence that vaccination-induced immunity is significantly more protective than natural immunity. It won't print from the MyHealth app on a smartphone, unfortunately. Vision UHA shares SHC's vision to heal humanity through science and compassion, one patient at a time. If you received a message to reschedule your vaccination appointment, please go to your MyHealth account or call 650-498-9000 to reschedule your appointment. If you are a Stanford Health Care patient, your medical record will be updated in MyHealth. endobj The university provides non-exempt employees a 15-minute paid, duty-free rest break for each four hours of work or "major fraction" of four hours of work (i.e., more than two hours), provided the employees work at least three-and-one-half hours per day. Also see Guide Memo 2.1.6: Vacations, Guide Memo 2.1.7: Sick Time, Guide Memo 2.1.8: Miscellaneous Authorized Absences, and Guide Memo 2.1.13: Paid Holidays. This Guide Memo outlines Stanford University's compensation policies. Overtime work by non-exempt employees requires approval in advance by the department head or a designated representative who has the authority to schedule work and approve overtime compensation. You may access The Work Number database through their website or their telephone-based system at 1-800-367-5690 with Stanford's Work Number company code, 10526. The Code of Conduct serves as a cultural compass for staff, management, vendors, volunteers and others who interact with the hospitals. 2022 Stanford Health Care. Many Stanford Health Care patients may have access to vaccine through commercial pharmacies or county resources beyond those offered by Stanford Health Care. Contact your care team for more information. The trial period is an initial period of service during which the department assesses the performance of a newly hired regular employee to determine if the employee meets the requirements and expectations of the position. At the written request of the employee, and with the approval of the supervisor, a non-exempt employee may reduce their work hours for a personal obligation on one day and make up the hours not worked on another day during the same workweek. Staff employees who are employed at an hourly rate are paid for the actual time worked. These files display negotiated rates for covered items and services between the health plans and in-network . Last Updated The Vice Presidents, Vice Provosts, Deans and Directorsare responsible for managing pay and classification actions in their area(s) in a manner consistentwith this policy and compensation program guidelines. Applies to regular employees not covered by a collective bargaining agreement and Academic Staff-Libraries as defined in Guide Memo 2.2.1: Definitions. network of community physicians, into the broader Stanford health care system, provides high quality, innovative and accountable healthcare for patients residing in the communities we serve. If I cannot stay with my loved one or family member in the hospital room, what accommodations are there for me? Student Employment and Assistantships. Stanford employees who meet eligibility requirements are entitled by federal and state law to use up to $270 per month to pay certain transportation expenses, including parking permits. Business formal: The highest level of professional attire, which typically includes tailored suits and ties for men and a pantsuit or skirt paired with a dressy blouse for women.Employees within this dress code are expected to keep up a high standard of appearance. . Managers should consider their operational needs before implementing an alternative work schedule. To schedule a vaccine appointment at Stanford Health Care, you must contact your primary care physician through MyHealth. The different options are summarized below. What resources are available to me? Access your health information from any device with MyHealth. Is one dose of a two-dose COVID-19 vaccine like Moderna or Pfizer-BioNTech effective at protecting against the virus? Redwood City, CA 94063 United States. Leave without pay does not count as time worked. Some employees come into contact with patients. A common alternative work week schedule is four 10-hour days. Third doses are provided to individuals with compromised immune systems for whom the original vaccine dose was not sufficient to achieve protection from the virus. Non-exempt employees working full-time and assigned to owl/night shifts (shifts starting between 10 p.m. and 3 a.m.) will be paid a 15% shift premium. University Human Resources The Stanford University is committed to providing staff flexible work options in line with the operational needs of the university and their department. When should I schedule my first vaccine dose? Student Employment and Assistantships, 2.1.2 Recruiting and Hiring of Regular Staff, 2.1.4 Hiring Employees from Stanford Health Care or its Predecessor Companies, 2.1.7 Sick Time: Regular Staff Employees, Regular Academic Staff-Research and Regular Academic Staff-Professional Librarians, 2.1.16 Addressing Conduct and Performance Issues, 2.1.20 Hybrid (Telecommuting) Work Arrangements, 2.1.22 Sick Time for Temporary and Casual Staff Employees, Graduate Academic Policies and Procedures Handbook, Stanford Safety, Security and Fire Report, Academic Staff-Teaching and Other Teaching Staff Handbook. Information on the current minimum wage rate is available from University Human Resources Staff Compensation. By . Tel 650-736-0264 merickso@stanford.edu About Stanford Medicine Stanford Medicine is an integrated academic health system comprising the Stanford School of Medicine and adult and pediatric health care delivery systems. In circumstances where a part-time employee plans to work in more than one job for the same or other department(s), the employees supervisors should contact the local Human Resources office for consultation on both topics before implementation. For example, an alternative work schedule may be used in the academic departments where expanded service hours are needed to accommodate client needs during irregular hours (e.g., students or clients in other time zones), but may be impractical when 8 a.m. to 5 p.m. coverage is the priority.
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