Policies
Are WE CARE core values considered policy?
Yes. These are considered rules/guidelines established by UIHC for which employees are accountable to comply.
What is a protected absence?
When an employee is absent from work due to use of authorized sick leave or vacation, FMLA, ADA, Worker's Compensation, or bereavement leave, unless there is evidence of potential abuse of such leave programs
Collective Bargaining Agreements are negotiated every five years. True or False?
False. They are negotiated every two years. Current agreement runs from 7/1/25 - 6/30/2027
Staff that are in probationary status are not subject to progressive discipline and the establishment of just cause. True or false
True
What does the R stand for in WE CARE values?
Respect
Employees may use Patient Parking Vouchers for this:
Medical appointments (and ONLY for the duration of the appointment)
_____ is the number of unauthorized absences per _____ that triggers a review for an employee in a .90 FTE appointment or less.
2
Quarter
What rights are afforded employees who are covered by a bargaining agreement?
Weingarten Rights, Grievance Rights, Due Process
What are the steps in the Progressive Disciplinary Process?
Counseling/coaching
1st written reprimand, 2nd written reprimand, 3rd written reprimand
What are examples of things you should NOT share on Social Media?
Photos/videos with patients, charts, monitors
Anything that could identify a patient
Opinions on topics while wearing your UIHC badge or uniform
Patient information should never be shared online or with anyone who does not have authorization or a business need to know. What policy does this tie to?
Health Insurance Portability and Accountability Act (HIPAA)
Define a quarterly period used for the review of employee attendance.
January 1 - March 30
April 1 - June 30
July 1 - September 30
October 1 through December 31
If a Union Representative is present during an investigative meeting, they may NOT record the meeting. True or False.
False. They may record the meeting. (remind of PHI, don't use Zoom, prefer TEAMS)
What should a Disciplinary Action Notice include?
Rule/policy violated, investigation steps and findings, how employee was on notice of expectations, previous efforts to correct, level of discipline, notice that continued failure could lead to further discipline up to and including termination
What should two supervisors do if there is a concern an employee is not fit for duty?
Direct Observation and Document on a Summary Incident Form
This policy states that staff members will conscientiously and professionally fulfill their assigned responsibilities. It goes on to mention staff will report to work free of influence of alcohol and drugs that may impair their performance and ability to perform work in a safe manner.
UI Policy Manual
Chapter 16.4 Ethics and Responsibilities
The first time an employee reaches a threshold for review in any category (unauthorized absences, failing to work a scheduled shift, clocking, no-call, no-show, etc.) what is the first thing that should be done?
There is a grievance process established for which of the following employee groups: Merit, SEIU, P&S?
All three groups have a grievance process.
Sr. HR Director, Sr. Director ELR
Case-by-case but may involve: Violence, threat of harm, sexual harassment, theft, patient safety, impairment
An employee has indicated they have a health condition that impacts them at work. What should you do?
Refer them to the Leave and Disability Administration. As HR, reach out to LDA as well.
______________ provides all University staff a forum for review of and response to concerns/conflicts related to conditions of employment, except for those reserved for an alternate forum or procedures.
UI Policy Manual, Chapter 28
Administrative Review
Describe a situation in which termination may be considered related to attendance.
Employee has received progressive discipline through a 3rd written reprimand and then violates the attendance policy. OR
No Call, No Show (Job Abandonment)
UI Policy Manual, Chapter 28, Conflict Management Resources for staff provides information on grievance procedures for merit system members and professional and scientific staff. Where is the grievance process for SEIU staff?
SNAHP Manual
Staff Nurses and Allied Health Professionals Manual
Name three tests of Just Cause
Any of these: Notice, Reasonableness, Investigation, Fair Investigation, Proof, Equal Treatment, Penalty
An employee reports that, over the last month, a coworker has repeatedly hugged her and said they'd love to go out with her despite being told to stop. It is impacting this employee's ability to work. What should you, as the HR Rep do?
Gain additional information from the employee
Ask if the employee wishes to file a formal claim
Reach out to the Office of Civil Rights Compliance to advise of the situation and see if they want to investigate