HOA Contract
Wages
The salary schedule for house officers is based on an incremental increase as the house officer is promoted from year to year. There will be an additional contract increase each year for the first two years of the contract. The promotional increase will remain July 1 and the contract increase will change from September 1 to July 1 so that both will be effective July 1 of each year. The salary schedule for each house officer is as depicted in the table below. The house officer contract will open for limited re-negotiation for the July 2011 salary year to negotiate the salary schedules and limited benefits for the balance of the contract (through 2014).
House Officer Salary Schedule for July 2009 through June 2011 |
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| HO Year |
2009 Salary (July 1, 2009) |
2010 Salary (July 1, 2010) |
| HO I | $ 46,922 |
$ 47,672 |
| HO II | $ 49,575 | $ 50,368 |
| HO III | $ 52,232 | $ 53,068 |
| HO IV | $ 54,890 | $ 55,768 |
| HO V | $ 57,552 | $ 58,472 |
| HO VI | $ 60, 209 | $ 61,172 |
| HO VII | $ 62,866 | $ 63,872 |
| HO VIII | $ 65,528 | $ 66,577 |
Payment
The payment to encourage savings (lump) will continue as a benefit. It is paid in November of each year. There will be an annual one time increase in the payment to encourage savings for contract years 2009 and 2010. The one time increase for contract year July 2009 to June 2010 to the lump is 0.8% so that total payment equals 7.8% (7% + 0.8%). For contract year July 2010 to June 2011 the one time increase is 2.2% so that total payment equals 9.2% (7% +2.2%). The lump payments for each house officer year is depicted in the table below.
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House Officer Salary Schedule for July 2009 through June 2011 |
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HO Year |
2009 Lump (November 30, 2009) |
2010 Lump (November 30, 2010) |
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HO I |
$ 3,660 |
$ 4,386 |
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HO II |
$ 3,867 |
$ 4,634 |
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HO III |
$ 4,074 |
$ 4,882 |
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HO IV |
$ 4,281 |
$ 5,131 |
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HO V |
$ 4,489 |
$ 5,379 |
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HO VI |
$ 4,696 |
$ 5,628 |
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HO VII |
$ 4,904 |
$ 5,876 |
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HO VIII |
$ 5,111 |
$ 6,125 |
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Holiday Pay
House Officers who work (this includes on-call, inpatient service coverage, clinics, rounding jeopardy, home call, back-up call etc) on a holiday will receive an additional 1/364 of their salary. The House Officer will receive this compensation regardless of total number of hours worked or presence in the hospital. House Officers should report to their Residency Administrator within 60 days working a holiday, so that the additional wages are included in your paycheck. At the discretion of the Department Chiefs, House Officers may choose to substitute up to two days per year in place of the holidays outlined in the contract. No holiday pay will be given if a substitution is made and time off is given another day.
HOA Contract Holidays :
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Independence Day |
Christmas Eve |
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Memorial Day |
Christmas Day |
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Labor Day |
New Year's Eve |
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Thanksgiving Day |
New Year's Day |
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Day after Thanksgiving |
Your Birthday |
Release Time
Duty hours must be in compliance with ACGME regulations, and Article XIII must be limited to 80 hours per week, averaged over a four week period, inclusive of all in-house call activities. Care of new patients cannot be initiated after 24 hours of continuous service. Residents must be provided 1 day in 7 free from all educational and clinical responsibilities.
Meal Reimbursement
Meal reimbursements: $6.03 Breakfast, $8.10 Lunch, $11.75 Dinner.
On-call Criteria: A House Officer who works in the hospital eighteen (18) hours out of a twenty-four (24) hour period, beginning at 6:00 a.m., because he/she is required to do so will be reimbursed by the University through procedures established by the employer (meal tickets), for the evening and the following morning meal weekdays. In addition, the noon meal will be provided on Saturday and Sunday. This provision will only apply when the House Officer is on assignment at University of Michigan Health System.
Not On-Call Criteria: When patient care requires a House Officer to be in the hospital for equal to or greater than twelve (12) hours, and the hours worked include 7:00 p.m., the House Officer will receive reimbursement for the evening meal. Any educational, clinical or administrative activity that is included in the calculation of duty hours, as defined in Article XIII-A - Work Schedules, is considered appropriate to be included in this daily counting of 12 hours. When a House Officer has remained in-house for at least twelve (12) hours during the night shift and into the next morning, s/he will be reimbursed for the evening and breakfast meals. Management will encourage Program Coordinators to send monthly communication to solicit any House Officers who have met the criteria for meal allowance reimbursement. Any question regarding eligibility for Meal Allowance will be resolved by a House Officer’s Program Director.
Paid Leave
Serious illness - A House Officer who is unable to work for at least one week for a) a single incident of serious disabling illness or injury, b) intermittent absences to receive multiple on-going treatments resulting from and following a single disabling illness or injury (such as chemotherapy, radiation therapy, physical therapy, or dialysis), or c) severe complications from pregnancy that prevent attendance at work shall receive up to a maximum of six (6) months paid leave, in each three (3) calendar year period following the date of hire. Renewal of this six (6) month sick time benefit will occur on the first of the month in which the three-year anniversary occurs. The University will require verification of the House Officer's inability to work, including intermittent absences before granting paid time off.
Long Term Disability – The University will provide Long Term Disability coverage for House Officers consistent with the Unum Plan discussed by the parties. In addition, if during House Officer's employment, he/she is determined to be qualified for coverage under this Plan, any waiting period will be funded by the University. Any remaining legal issues will be resolved by representatives of the plan administrators and the University.
A House Officer who has qualified for the HOA LTD plan shall be paid during the six (6) month elimination period. In no case will a House Officer receive more than six (6) months of paid time in any twelve (12) month period. For more details, visit http://www.flynnbenefits.com/section7.cfm
Preventive Care - A House Officer who has a preventive medical appointment or dental appointment shall receive paid time off, not exceeding 8 hours per year.
Pregnancy - A House Officer who gives birth shall receive six (6) weeks total paid time for childbirth, regardless of mode of delivery. Any time beyond 6 weeks must meet the criteria established under the definition of Serious Illness (above). During the last trimester of pregnancy and for two (2) months post-partum, overnight call will not be scheduled and duty will be limited to twelve (12) consecutive hours.
Paternity - A House Officer who becomes a father, or is a same-sex domestic partner of a birthing mother, or is the secondary care provider of an adopted child, will be granted at least four (4) days (not shifts) off at any time from known conception to 3 months after delivery, or arrival of the child. These days are to be used consecutively unless special circumstances arise in which the Program Director must approve using the days on an intermittent basis. ACGME days off and Holidays are not counted as part of the four (4) days of paternity. These days may be supplemented with the House Officer’s vacation time, at the option of the House Officer. If a House Officer requests more than a total of seven (7) days off, the additional vacation time must be arranged with the Program Director at least three (3) months in advance of delivery or arrival, unless circumstances prevent such notice.
Adoption - A House Officer who adopts a child and is the primary care giver of the child shall be granted six (6) weeks off at the time of adoption.
Education Loan Repayment
Effective May 1, 1999, house officers will have access to professionals from the Medical School Financial Aid Office for a full range of Medical School Loan/financial aid counseling services.
On-Line Data Service
Management will continue to provide and institutional site license available to House Officers for M.D. Consult, or an equivalent and mutually acceptable on-site, on-line data service. The HOA may submit alternative on-line consult services for consideration, via the Hospital's (delete from memo format) Administrative Liaison to the HOA.
Travel Allowance
If a House Officer is assigned to a facility that is more than fifteen (15) miles round trip to and from the University, he/she shall receive reimbursement for the total mileage, at the University's standard rate at the time of assignment. The University Hospital shall be considered the point of origin. Reimbursement will be made by the House Officer's Department upon request of the House Officer.
Reimbursement shall not be required when a House Officer requests assignment, or when an opportunity is made available to a volunteer. Neither shall this additional salary amount be required if transportation is provided or made available by the employer.
Parking
The University agrees to provide designated parking for an employee who is specifically designated as on-call. Spaces will be provided in M-18, currently designated for patient/visitor parking, adjacent to the Taubman Center between 4:00 p.m. and 9:00 a.m. It is understood that employees who are required to remain in the parking structure after 9:00 a.m. will not be required to pay the fee generated from 9:00 a.m. until time of departure. Validation for on-call parking, including any required additional time after 9:00 a.m., will be obtained at the main entrance desk located on floor 1 of the Taumban Center. Validation for on-call parking may also be obtained through individual program coordinators at times that these individuals are available.
Employees who must return to the Hospital after 6:00 p.m. may use the Radiation Oncology lot for parking and must vacate the lot by 7:00 a.m. A hang tag permit is required and must be obtained prior to parking in the lot. Tags may be requested through the HOA office during regular business hours.
Employees who are called to the Hospital for an emergency consult, whether in the Emergency Department or on a service, may use valet parking at the Emergency Entrance at no expense. Employees must provide the valet attendant with proper identification and indicate which service the consult is related to.
An employee who has been assigned to an off-site location and is required to return to the Hospital between the hours of 7:00a.m. and 4:00p.m will not have to pay for parking fees incurred in the Patient/Visitor parking area (M-18) during the required return period provided the parking ticket is validated at the main entrance desk located on floor 1 of the Taubman center prior to leaving the parking area. Validation may also be obtained through individual program coordinators at times that these individuals are available.
Health Care Benefits
The house officers agree to the University’s newly developed healthcare employee premium contribution model which will be phased in over a two year time period beginning January 1, 2010. The description of the University’s current plan is located at http://benefitsstewardship.umich.edu/hccs.html dated May 7, 2009.
Dental
The Dental Plan shall be as provided by the University in the same manner and to the same extent as provided to the non-bargained for employees. Employees have a choice of three (3) dental plan options. During the term of this Agreement, no less than the University of Michigan Dental Plan, Option 1 (one) schedule of benefits in effect at the execution of this Agreement will be provided and maintained. In the event of any changes in the benefits, the Association will be notified prior to the effective date of changes. All HOs are automatically enrolled in Dental Plan, Option 1 but may opt for options 2 or 3 at additional cost if desired. For more information, see the benefits website at http://www.benefits.umich.edu/.
Vision
The Group Legal Plan, Group Long-term Care Insurance, and a Vision Plan shall be as provided in the same manner and to the same extent as is provided to the non-bargained for employees. There is no automatic enrollment. These plans must be “opted into.”
All new HOs have 30 days to enroll in The University of Michigan Group Legal Plan, The Group Long-term Care Insurance Plan, and the Vision Plan. Specifically, those who were enrolled in the University of Michigan Medical School prior to appointment shall have 30 days from the time of appointment to enroll in these plans. For more information, see the benefits website at http://www.benefits.umich.edu/.
Life Insurance
At present, House Officers are automatically covered for $30,000. Additional coverage may be purchased under the group life insurance plan, which is sponsored by the University. This coverage ranges from 1-6X your salary. There is a 60-day grace period after the date of hire that allows you to enroll without filling out a health statement form. If you do not enroll at that time, but would like to, call the Staff Benefits Office at 763-1217, to request a health statement form. Questions? Call the HOA Office at 936-9205.
This item is presently under renegotiation with the stated goal of obtaining improved coverage. The new life insurance plan is anticipated to take effect in Winter 2010. At that time, the House Officer’s Association intends to “opt out” of the current life insurance plan offered by the University and enroll in a life insurance plan through an external carrier. The Association agrees to this “opt out” external plan being at most, cost-neutral as compared to the current University’s life insurance plan, and recognizes that any new plan must not be overly administratively cumbersome to the University and/or HOA. If the new plan is not cost neutral and/or deemed to be administratively cumbersome for the University and/or HOA, the current plan along with the portability feature discussed during the negotiations process will be offered. Until the effective date of the new plan, the Association members will continue to be covered under the current Life Insurance Policy. In addition, each member will still be covered under the University's Travel Accident Policy and Critical Care Transport Policy. It will be the responsibility of each individual member to maintain up-to-date records with the University so that these additional coverages remain current. For more information, see the benefits website at http://www.flynnbenefits.com
Disability
At present, the HOA Group Disability Plan can be found at http://www.flynnbenefits.com
a.) House Officers employed prior to January 1, 1997: All House Officers at University of Michigan are automatically enrolled in the Basic HOA Group Disability Plan. Should you become disable (which is defined as being unable to perform the substantial duties required of you), you would be eligible to apply for a benefit of $2,300/month. This benefit includes an "own occupation" and "lifetime coverage".
b.) House Officers who began working at UMMC AFTER January 1, 1997: You are automatically enrolled in the Basic HOA Group Disability Plan. Should you become disabled, you would be eligible to apply for a benefit of $2,300/month, but the "own occupation" would be limited to 2 years, after which time the benefit would be offset by other income. The benefit would terminate at age 65. Guaranteed conversion up to $5,000 subject to medical/income underwriting is available.
This item is presently under renegotiation with the stated goal of obtaining improved coverage. The new disability insurance plan is anticipated to take effect in Winter 2010. The University will provide Long Term Disability coverage for House Officers consistent with the Unum Plan discussed by the parties. In addition, if during House Officer's employment, he/she is determined to be qualified for coverage under this Plan, any waiting period will be funded by the University. Any remaining legal issues will be resolved by representatives of the plan administrators and the University. For more information, see the benefits website at http://www.flynnbenefits.com
Supplemental Disability
Individual Supplemental Disability Plan which enhance the Amount of coverage available under your Basic Plan are available through Provident Life and Accident. House Officers interested in more than the basic coverage should contact Michael Flynn (Flynn & Company, plan administrators) @ 1-800-768-6100, the HOA office @ 936-9205, or access the WEB Page: www.flynnbenefits.com.
Benefits Reimbursement Accounts
The University's Flexible Spending Accounts allow you to set aside pre-tax dollars for certain out-of-pocket health care and dependent care expenses, thus lowering the amount of income tax you will pay while providing more value for every expenditure you make.
The University offers two types of accounts:
Health Care Flexible Spending Account and Dependent Care Flexible Spending Account
How the Accounts Work:
Managing a Flexible Spending Account is simple. Each year, you set aside an amount you reasonably predict you will spend on health care and work-related dependent care and contribute this sum on a pretax basis into the appropriate Flexible Spending Account.
Contribution amounts are reported to SHPS monthly at the end of the month in which the payroll deduction is taken. Then, as you incur eligible expenses, you simply submit the required documentation to the University's new external claims processor, SHPS. SHPS will usually reimburse all claims for eligible expenses within ten business days from the date it receives your request. (See SHPS Web site at http://www.myshps.net for more information. )
An important difference to remember:
You can file claims for amounts totaling your entire annual health care contribution from your Health Care Flexible Spending Account at any time during the year; To receive a reimbursement from your Dependent Care Flexible Spending Account, you must have accumulated sufficient contributions to cover your claim at the time your request is made.
For more information, please see the U of M Benefits website http://www.umich.edu/%7Ebenefits/jobgroups/houseo.htm
Vacation Time
Language has been modified to establish the same number of vacation days for all House Officers at HO II through HO VIII levels. Each are entitled to 28 days of vacation time per academic year, inclusive of weekends (Saturday and Sunday). Therefore, a maximum of 20 of these 28 days will occur on a Monday through Friday schedule.
Effective July 2006, HO I's will receive the same vacation time as all other House Officers.
Language is added to acknowledge the governing requirements of the Accreditation Council for Graduate Medical Education (ACGME). If ACGME standards change during the term of the agreement, those revised regulatory standards will take precedence over this contract language. Prior to implementation of any changes in the ACGME standards, the Hospital and the HOA will meet to review the revised standards and to discuss implementation plans.
On Call Rooms
Call rooms are reserved soley for the use of house officers. It is understood that other university staff may have access to these rooms for appropriate maintenance. During the term of this agreement, there will be no less than 60 call rooms reserved for house officers. Call rooms are to be cleaned on a daily basis (including clean sheets, towels, etc) between 8am-5pm. Each call room should include:
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Ladders and an extra phone will be provided for every call room with a bunk bed.
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Designated call rooms will have shower/toilet facility within a reasonable distance from the room.
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Computer
Remediation
The employer shall not discharge or take other disciplinary action without just cause. A grievance which concerns this Article shall begin at Step Three of the Complaint, Grievance, and Arbitration Procedure, provided it is submitted in writing at Step Three within thirty (30) calendar days after receipt by the employee of the employer's written notification of the disciplinary action.
Notwithstanding anything in this Article, whenever a House Officer is suspended, terminated or not reappointed to a residency training program, the House Officer will be promptly informed of the specific reasons for the action. Matters of suspension or termination from, or appointment or non-reappointment to, a residency training program shall remain within the exclusive discretion of the University and shall not be subject to the Complaint, Grievance, and Arbitration Procedure Article. Matters of professional conduct shall be subject to the provisions of the University of Michigan Health System Medical Staff Bylaws and Bylaws Supplement and as they may be amended from time to time. In the event proceedings are instituted under Article VIII of the University of Michigan Health System Medical Staff Bylaws and Bylaws Supplement, the Association shall be notified. No matter concerning professional conduct shall be subject to the Complaint, Grievance, and Arbitration Procedure Article, except for a question as to whether the procedure set forth in the Bylaws was followed. Also see Dispute Resolution Memorandum of Understanding.
Whenever practicable, House Officers will receive notice of non-reappointment in accordance with ACGME policy, which currently requires notice of non-reappoint no later than 4 months prior to the end of his/her training year.
It is the employer's intent through the appropriate responsible individual(s),usually the Program Director or Chair, to discuss unsatisfactory work performance and expectation with an affected House Officer whenever such performance becomes known to the responsible individual(s). If deficiencies in the progress of a House Officer are sufficient to warrant concern to the Program Director about the continuation of his/her residency program, the House Officer shall be informed of the deficiencies in writing and shall be given a reasonable opportunity for remediation. If a remediation plan is considered a viable option by the program director, it shall be discussed with the House Officer at the time that the deficiencies are identified and shall include the designation of a mentor, with House Officer input, and a written plan including the time frame specified for the remediation. It is the intent of the employer to assure that each House Officer is given appropriate due process in any issue concerning unsatisfactory work performance. Each training program will maintain a written policy regarding evaluation, promotion, remediation, suspension, and termination of House Officers as per ACGME guidelines. House Officers will have representation on IRC and GMEC to help facilitate this. Additionally, a copy of a program’s policy on House Officer evaluation, promotion, remediation, suspension, and termination will be provided to the House Officer Association or an individual House Officer, upon request. The University, however, retains the right to immediate termination of a House Officer without remediation in order to ensure the safety of either patients or staff.
White Coats
Upon employment, the Employer will provide three (3) white lab coats to each Resident for their use for the duration of their training program. These lab coats will be personalized with the House Officer’s name embroidered, or affixed in another manner, for personal identification. A worn out or damaged coat may be exchanged by the employer on a one for one basis as needed. The resident’s program will be responsible for the facilitation of the cleaning of white lab coats.
Revised Appointment Year
House Officer I’s will be appointed for a period other than July 1 to June 30 in all departments. This revised appointment will be defined as the first day of orientation or first day of work, whichever is first. Exceptions to this provision may be made based on the availability of individual House Officer I’s or in departments where direct inpatient care is not provided. In the event that any House Officer I is assigned to remain on duty for one or more days following the end of the appointment year to assist in the orientation of new House Officer I’s, equivalent time off will be provided at some other time, either before or after the assignment.
Length Of Contract
The House Officers agree to an overall contract length of 5 years, to expire July 1, 2014. The house officer contract will open for limited re-negotiation for the July 2011 salary year to negotiate the salary schedules and limited benefits for the balance of the contract. The items for negotiation are salary, payment to encourage savings, and the University’s healthcare premium contribution model. The remainder of the contract items including LTD, life insurance, holiday pay, and salary increase dates will not be discussed unless agreed upon by both parties.