Effective Strategies for Managing Workplace Issues at UMMC

UMMC Leadership Training 2018-2019 Chief Residents and Administrative Fellows Erica Bailey UMMC HR Business Partner

Peer to Leader You can be friendly, though not friends. Ask Questions. Be Attentive and Aware. Listen. New Responsibilities include: Being a Representative of the Medical Center/Program Coaching/Advocating/Supporting Delegating and Monitoring

Handling Complaints-What To Do Be Aware-must be on the lookout for violations and have an obligation to report them. Must have good communication with teams and encourage reporting. When to Get Human Resources Involved Complex employee issues Staff start saying they want to quit or resign Someone complains about unfair treatment, harassment or discrimination, or threats of Workplace Violence Accommodations, FMLA, Fit-for-Duty Chronic illness of employee or eligible family member

Complex Employee Issues Conflict Management Safety in Workplace-may impact patient care Personal Hygiene Unacceptable Behavior Unsatisfactory Performance

Harassment UMMC is committed to maintaining a work environment in which all individuals are treated with mutual respect and dignity. Unlawful Harassment is conduct that is: Unwelcome; Based on sex, race, or another prohibited characteristic; Severe or pervasive- creating an abusive work environment. Other issues: Favoritism Humiliation Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature is sexual harassment when: expectation to submit to such conduct as a regular part of his/her employment, or submission to or rejection of such conduct is used as basis for employment decisions of employee unreasonably interfering with an individual s work performance or creates an intimidating, hostile or offensive working environment

Harassment/Disruptive Colleagues Some signs of a disruptive colleague Erratic work performance Workplace accidents Mood swings These concerns should be reported immediately to Program Director and/or HR for determination of appropriate ways to address If someone believes they are being subjected to or witness sexual or other harassment should demand that the harassment stop.

Investigations Report all concerns of unfair treatment, harassment or discrimination, or threats of Workplace Violence to Human Resources UMMC will conduct an investigation appropriate to the circumstances. Interview complainant and witnesses. Review files and documentation. You may be asked to participate and must be cooperative. No retaliation- employee will not face retaliation for reporting unethical/unprofessional behavior Confidentiality- keep all information received during the investigation confidential.

Social Media Pointers All means of electronic communication-blogs, chat rooms, LinkedIn, Facebook, Twitter, Instagram, etc. All UMMC policies apply Patient information should NEVER be discussed on social media-HIPPA applies Do not post information that may identify other employees Postings must be factual and accurate, affiliation identified, with disclaimer Nothing is ever deleted-does not go away Any violations reported to HR /Compliance as necessary Policy- UMMS Comm#4

Professionalism and Well Being UMMC Commitment to Professionalism and Well-Being We promote a culture of respect, professionalism and well-being of all Residents, faculty and other staff. Well rested, qualified, and fit to perform clinical activities. Programs provide residents with scheduled time off to participate in their own health care needs. Making a Professional Appearance ID Badge- Display Photo ID badge at or above chest level at all times. Lab Coats & Jackets- Always clean and presentable. If not laundered daily should be removed when entering a patient s room. Hair- must be well-groomed and professional. Dress appropriately for your job; clean, neat, professional. See the full UMMC Dress Code & Personal Appearance Policy on the UMMC Insider.