Employee Handbook - Hopkins Medicine

6components of the formal appreciation programinclude:Culture of ExcellenceEmployee Service AwardsEmployee Service Awards recognize employeesof JHH/JHHSC. All employees earning awardsare encouraged to participate in related scheduledactivities.Five-Year Anniversary MilestonesEmployees are given a commemorative pin andcongratulatory letter from the President of JHH/JHHSC in honor of their five year anniversary.Employee Appreciation Service AwardCeremonyEmployees who achieve 10, 20, 30, 40 and50 year anniversaries are given a paid day offto attend and be honored at a ceremony andreception, if proper notification is given to theirsupervisor. An employee who attends the ceremony on a day that is already scheduled off will notbe paid for attending. In addition, employeeswho reach these milestones will receive a gift oftheir choice selected from a special gift brochure.President’s DinnerEmployees who achieve 30, 40 and 40 anniversariesare honored at an evening dinner hosted by thePresident of JHH/JHHSC.Baker-King AwardThe Baker King Award was created in 1962by Dr. and Mrs. Theodore King, who recognized the significant contributions of all JHH/JHHSC employees. The awards are presentedat the Service Award Ceremony to non-exemptand non-supervisory employees who have beentruly outstanding in the performance of their jobduties, and who thus set an example for all.Edward A. Halle Prize for Excellence inPatient ServiceThe Edward A. Halle Prize for Excellence inPatient Service honors an employee who exemplifiesextraordinary human compassion and outstanding patient service. The award was establishedin 1993 by 23-year Hospital veteran EdwardHalle, who provided excellent service during hisHopkins career. The recipient of the award isselected based on complimentary letters sent bypatients throughout the year.HR Presidential Leadership AwardThe HR Presidential Leadership Award honorsa top manager or administrator who has demonstrated outstanding performance by creating,managing and improving an environmentEmployee Handbookfor excellence for their employees. The awardrecipient is selected based on the most recentemployee engagement scores, support from theirAdministrator/Director/Manager and selection by an Executive Committee. The award ispresented at the Service Award Ceremony andthe recipient will receive a certificate, monetaryaward and a paid day off.Martin Luther King, Jr. Award forCommunity ServiceThis award recognizes outstanding commitmentto volunteer and community service by employees. Winners are honored at the annual MartinLuther King, Jr. Commemoration Celebration,which is held in mid-January each yearCommunicationTo keep employees informed about JHH/JHHSC news, policy changes, new programsand special events and to provide employee anddepartmental recognition, there are severalcommunication methods we use:Employees and their SupervisorsCommunication between you and your supervisorshould be ongoing and address concerns, dutiesand expectations. Supervisors can help employeesachieve their professional goals by providing careerdevelopment information.Department and Unit MeetingsDepartments and units meet to communicategoals and objectives and to discuss workplaceissues of interest to employees. Employees shouldcheck with their supervisor to obtain a scheduleof the meetings.Town Hall MeetingsThe presidents of JHH/JHHSC and executivestaff meet every other month with employees topresent topics of interest, provide information,answer questions and address concerns.PublicationsNumerous publications are produced by theOffice of Corporate Communications thatoffer a cross-section of the research issues, medical advances and personalities that define theHopkins medical community. Most are availableonline at www.insidehopkinsmedicine.org/news/magazine rack.cfm.Dome: A monthly newspaper published anddistributed throughout Johns Hopkins Medicine.Dome features news about Hopkins Medicineand its employees. It can also be found online atwww.hopkinsmedicine.org/dome.

Bulletin Boards: Bulletin boards located throughoutJHH along the first floor corridors keep employeesup to date on JHH/JHHSC announcements andinformation.Electronic Communication: Communications areregularly sent via e-mail providing employeeswith up-to-date Johns Hopkins Medicine news.Plasma Screen Televisions: Plasma screentelevisions, located throughout JHH/JHHSCalong the first floor corridors, keep employeesup-to-date on JHH/JHHSC announcements andinformation.consideration and respect of our cultural values,beliefs and practices when providing care.DiversityThe term diversity is used to refer to manyvariables, including, but not limited to: race,religion, color, gender, national origin, disability,sexual orientation, gender identity, age, education, geographic origin and skill characteristics.Diversity really means respecting others andenjoying our uniqueness. We believe it makes amore creative, innovative and inclusive workplace.JHH/JHHSC strives for an environment openand accepting of individual differences and whereall employees are encouraged to maximize theirpotential and to exhibit a commitment to providequality service to customers.Americans with Disabilities Act (ADA)The Americans with Disabilities Act (ADA) is themost comprehensive federal civil rights statuteprotecting the rights of people with disabilities. Itaffects access to employment, state and local government programs and services; access to placesof public accommodation such as businesses,transportation and non-profit service providers;and telecommunications.Employment discrimination is prohibitedagainst “qualified individuals with disabilities.”This includes applicants for employment andemployees. An individual is considered to havea “disability” if he/she has a physical or mentalimpairment that substantially limits one or moremajor life activities, has a record of such impairment or is regarded as having such impairment.Equal Employment OpportunityJHH/JHHSC is an equal opportunity andaffirmative action employer committed to thedevelopment of a workforce with diverse backgrounds and skills, working in a discriminationand harassment-free environment. A diverse andskilled workforce has the capability to deliverquality services to all patients, thereby helping tomake JHH/JHHSC a better place to work anddo business.Organizational Equity is responsible for ensuring the proper investigation and resolution of allconcerns pertaining to discrimination, harassmentand/or retaliation.Any employee who feels that he/she has beensubjected to discrimination, harassment and/orretaliation should bring these matters to Organizational Equity’s attention as soon as possible.Employees may discuss the situation with Organizational Equity or, if they prefer, anyone in theirmanagement reporting chain. Managers whoreceive inquiries or complaints about discrimination, harassment and/or retaliation should referthese inquiries immediately to OrganizationalEquity.JHH/JHHSC is committed to assisting individuals with disabilities with their accommodationneeds related to their pursuit of employment andworkplace accommodations.Cultural CompetenceJHH/JHHSC is international in scope. We servea diverse patient population and not just fromthe United States but also patients from over124 countries. The patients who come to JHH/JHHSC bring with them a wide variety of backgrounds, cultures and experiences. We strive tobe a culturally competent healthcare providerand provide quality care to our patients in duePay Transparency NondiscriminationProvisionJHH/JHHSC will not discharge or in anyother manner discriminate against employeesor applicants because they have inquired about,discussed, or disclosed their own pay or the payof another employee or applicant. However,employees who have access to the compensationinformation of other employees or applicants asAffirmative ActionJHH/JHHSC maintains a written AffirmativeAction Plan each year designed to promote equalemployment opportunities for qualified womenunderrepresented minorities, protected veteransand individuals with disabilities. Our AffirmativeAction Plan provides the Hospital and the HealthSystem with the building blocks necessary todevelop a diverse and inclusive workforce andopens doors for current employees to developand grow professionally.Employee Handbook7Culture of ExcellenceInside Hopkins: A biweekly newsletter publishedevery other Thursday that features employeeprofiles, articles about institutional initiativesand briefs on events and activities.

8Culture of Excellencea part of their essential job functions cannot disclose the pay of other employees or applicants toindividuals who do not otherwise have access tocompensation information, unless the disclosureis (a) in response to a formal complaint or charge,(b) in furtherance of an investigation, proceeding, hearing, or action, including an investigationconducted by the employer, or (c) consistentwith JHH/JHHSC’s legal duty to furnish information. 41 CFR 60-1.35(c)A Commitment to Qualityand ServiceAt JHH/JHHSC, we aim to bring the sameworld-class quality that we bring to our scienceinto the service we provide to patients, theirfamilies, customers and to each other.Appearance StandardsProper attire in a hospital setting is very important. Attire should be appropriate to dutiesperformed and for maintaining the health andsafety of patients, visitors and other employees.Departments may limit natural or artificial scentsthat could be distracting or annoying to othersincluding tobacco smell. Identification badges areto be worn by employees at all times. The badgeshould be attached to the outermost garmentbetween the shoulders and waist, unless it createsa safety hazard. Departments are encouragedto further define requirements for dress in theirareas based on a specific business or health careneed which should be done in consultation withHuman Resources. Some departments requirecareer apparel or uniforms. Please check with yoursupervisor for specific guidelines that apply to you.Reasonable accommodation of religiousbeliefsJHH/JHHSC recognizes the importance of individually held religious beliefs to persons withinits workforce. JHH/JHHSC will reasonableaccommodate a staff member’s religious beliefs interms of workplace attire unless the accommodation creates an undue hardship. Accommodationof religious beliefs in terms of attire may be difficult in light of safety issues for staff members.Those requesting a workplace attire accommodation based on religious beliefs should be referredto the Department of Human Resources.See more sh.PcgCvMx8.dpufEmployee HandbookCommunity ConnectionsJHH/JHHSC has demonstrated a strongcommitment to the Baltimore community formore than 100 years. We have developed partnerships with the community to make a positiveimpact on the health status of the communityand continue to seek new and innovative strategiesto improve the quality of life for our neighbors.JHH participates in a limited number of employersponsored charitable activities.In addition to contributing to our community, we participate in activities with nationalhealthcare organizations and agencies such as theAmerican Heart Association and the AmericanDiabetes Association. We also participate inthe annual United Way campaign, which helpsdozens of charitable organizations in CentralMaryland. The annual campaign is held eachfall and employees are encouraged to contributeor pledge to the campaign through authorizedpayroll deductions.Patient SafetyJHH/JHHSC strives for safety in patient care,teaching and research. Keeping patients, eachother and our workplace safe is everyone’s job.Improving the quality of teamwork and communication among caregivers, reducing the complexityof our processes, incorporating safe design intothe environment and engaging patients/familiesas partners in safety are major goals. Safety beginswith you. For more information about patientsafety, visit the Patient Safety website at www.insidehopkinsmedicine.org/safety/index.cfm. Youhave multiple options for reporting and resolvingquality-of-care and safety concerns.TeamworkWorking in a health care setting means workingas part of a health care team. It is only by working together that we can meet the needs of ourcustomers. Whether you are working directlywith patients or working behind the scenes, yourrole in the team is important. Teamwork andcommunication are also critical in building aculture of safety. If your team is not workingwell, the Department of Human Resources canprovide assistance.

ON THE JOB9Starting Your JobThis section contains important informationin alphabetical order for your first days here atJHH/JHHSC.Attendance ManagementJHH/JHHSC depends heavily on its employeesto carry out the work of the institution; therefore,reliable, consistent attendance is an importantrequirement. Your co-workers, patients andcustomers rely on you. When you are absent,work and service are interrupted. For these reasons,your supervisor has the responsibility for approving all time off and for managing the absences ofemployees. If you are going to be late or will misswork, you should call your supervisor and/orfollow departmental procedures as soon as possible.An absence means not present or not inattendance for a scheduled shift and/or missing50% or more of a scheduled shift. An absence isnot viewed as either approved or unapproved.An absence may be chargeable under HR 601 fordisciplinary action purposesAn occurrence is a failure to report for ascheduled shift or consecutive shifts, whateverthe reason, including a medically verified illness. Two incidents of a shortened work shiftequal one occurrence. Absences that fall undernon-occurrence events include: approved timeoff, holidays, FML, leave granted as a form ofreasonable accommodation under the ADA,authorized military leave, bereavement leave, juryduty, Worker’s Comp, infection control leaveand declared emergencies.Late means missing less than 50% of a shiftfrom the beginning of the start time. There is nograce period recognized by JHH/JHHSC policyfor lateness.An early departure means missing less than50% of a work shift prior to the end of a shift.A rolling 12-month period begins with themost recent absence and is extended 12 consecutive months backward, unless otherwise stated.EntrancesEmployees may enter and exit JHH throughnumerous entrances; however, they shouldrefrain from entering and exiting JHH throughthe main level of Zayed and Bloomberg.Identification BadgesThe Department of Corporate Security issuesa photo identification badge to all employees.Badges are to be worn at all times while oncampus. The badge should be attached to theoutermost garment between the shoulders andwaist, unless it creates a safety hazard. Damagedbadges may be turned in to the ID Officein Harvey 109 and replaced free of charge.Employees should immediately report a lost orstolen badge to their supervisor and to Security.There is a small fee for replacement.Inclement WeatherJHH/JHHSC will continue business operationsduring extreme weather conditions. Employeesare expected to report to work during these periods. In the event of extreme weather conditions,a weather emergency plan may be put into effect.JHH/JHHSC will not close during such anemergency and will maintain its patient careresponsibilities. On any day that the BaltimoreCity Department of Transit and Traffic declaresa Phase 2 Snow Emergency Plan is in effect, orthe Governor declares a state of natural emergency eliminating public transportation, employeewho arrive late due to weather conditions shall beallowed a two (2) hour grace period before beingconsidered late for work. This provision shallEmployee HandbookOn the JobJHH/JHHSC is committed to providing quality patient care and service.To achieve this goal, JHH/JHHSC seeks to hire individuals best qualified toserve the needs of our patients and customers. This section will summarizeimportant information you will need to know as you start your job as wellas basic policies and procedures. All of the policies referred to in this sectioncan be found in the Human Resource Policy and Procedure manual andon-line at www

ities as an employee. Employees are required to read this handbook and use it as a reference guide. When further information is needed, employees should contact their supervisor or the Department of Human Resources. This handbook supersedes, in all aspects, any prior handbook information. The information in this handbook is intended to be as .