Common use of Counseling Services Clause in Contracts

Counseling Services. Residents are encouraged to discuss problems of either a personal or program nature with their chief resident, faculty members, faculty advisor or their Program Director. If a resident desires professional counseling; psychiatrists, psychologists and psychological support services can be obtained. Payment for such services is the resident's responsibility (insurance may assist with these costs). Residents have access to food services 24 hours a day while on duty in all institutions. The resident’s Program will provide further information about meals. Requests for leave of absence must be submitted to the Program Director. The Program Director will inform the resident of the effect the leave will have on the resident’s completion of the Program and their ability to satisfy the requirements of their Specialty Review Committee and/or Specialty Board. If an approved leave compromises the time necessary for certification, the resident will be required to receive additional training sufficient to meet certification requirements. Full time residents receive twenty (20) days of paid vacation/time-away annually. Full time residents receive five (5) days of Sick Leave annually. • Front-loaded • Pro-rated by FTE • May carry-over 5 days (40 hours) of unused sick time • No cash-out at termination Depending on circumstances, utilization of leave other than vacation could lead to program extension. Such extension will be determined by the Program Director. Sick leave may be used for the following: • Personal illness, disability or injury; • Care for a child less than 18 years of age with a health condition that requires treatment or supervision; and • Care for a spouse, registered domestic partner, parent, parent-in-law, or grandparents with an illness, injury, or serious health condition. • Provides income replacement in the event of a non-work related injury or illness lasting more than 7 calendar days • Benefit amount of 100% of pay for eight (8) weeks, after a 1-week wait period • Benefit amount is reduced to 66-2/3% pay for weeks 10 through 26 • Resident time-away hours may be used for the wait period and to supplement the reduced pay amount for claims lasting longer than nine (9) weeks • Provides 60% of base pay, after 180 days of disability • Up to 6 weeks off at 66-2/3% pay for moms and dads • Following 8 weeks of short-term disability to recover from the pregnancy for the birth mother o In some cases, birth mothers may be eligible for more than 8 weeks of short-term disability depending on medical certification • Benefit is offered for dads and non-birth mothers, as well as for adoption placement Employees may receive up to 3 days off with pay to attend to family bereavement needs. Three days off may not be a sufficient amount of time to attend to all bereavement needs, and in those cases, every effort will be made to allow residents to take the needed time off using other applicable policies or accrued time-away. Immediate family is defined as: spouse, son or daughter (or current in-law), father or mother (or current in-law), brother or sister (or current in-law), stepparent, stepchild, stepbrother, stepsister, grandparent, grandchild, or any person that was living together in the same household in a relationship considered substantially comparable to any of the aforementioned.

Counseling Services. Residents are encouraged to discuss problems of either a personal or program nature with their chief resident, faculty members, faculty advisor or their Program Director. If a resident desires professional counseling; psychiatrists, psychologists and psychological support services can be obtained. Payment for such services is the resident's responsibility (insurance may assist with these costs). Residents have access to food services 24 hours a day while on duty in all institutions. The resident’s Program will provide further information about meals. Requests for leave of absence must be submitted to the Program Director. The Program Director will inform the resident of the effect the leave will have on the resident’s completion of the Program and their ability to satisfy the requirements of their Specialty Review Committee and/or Specialty Board. If an approved leave compromises the time necessary for certification, the resident will be required to receive additional training sufficient to meet certification requirements. Full time residents receive twenty (20) days of paid vacation/time-away annually. Full time residents receive five (5) days of Sick Leave annually. • · Front-loaded • · Pro-rated by FTE • · May carry-over 5 days (40 hours) of unused sick time • · No cash-out at termination Depending on circumstances, utilization of leave other than vacation could lead to program extension. Such extension will be determined by the Program Director. Sick leave may be used for the following: • · Personal illness, disability or injury; • · Care for a child less than 18 years of age with a health condition that requires treatment or supervision; and • · Care for a spouse, registered domestic partner, parent, parent-in-law, or grandparents with an illness, injury, or serious health condition. • Short-term Disability · Provides income replacement in the event of a non-work related injury or illness lasting more than 7 calendar days • · Benefit amount of 100% of pay for eight (8) weeks, after a 1-week wait period • · Benefit amount is reduced to 66-2/3% pay for weeks 10 through 26 • · Resident time-away hours may be used for the wait period and to supplement the reduced pay amount for claims lasting longer than nine (9) weeks • Long-term Disability · Provides 60% of base pay, after 180 days of disability • Paid Parental Leave · Up to 6 weeks off at 66-2/3100% pay for moms and dads • · Following 8 weeks of short-term disability to recover from the pregnancy for the birth mother mother. o In some cases, birth mothers may be eligible for more than 8 weeks of short-term disability depending on medical certification • · Benefit is offered for dads and non-birth mothers, as well as for adoption placement Leave to Care for a Family Member · Up to 6 weeks off at 100% pay (one-time only) to run concurrently with FMLA/State Leaves if eligible. This comes with the option to take in three segments at a minimum of one week. Employees may receive up to 3 days off with pay to attend to family bereavement needs. Three days off may not be a sufficient amount of time to attend to all bereavement needs, and in those cases, every effort will be made to allow residents to take the needed time off using other applicable policies or accrued time-away. Immediate family is defined as: spouse, son or daughter (or current in-law), father or mother (or current in-law), brother or sister (or current in-law), stepparent, stepchild, stepbrother, stepsister, grandparent, grandchild, or any person that was living together in the same household in a relationship considered substantially comparable to any of the aforementioned.

Counseling Services. Residents are encouraged to discuss problems of either a personal or program nature with their chief resident, faculty members, faculty advisor or their Program Director. If a resident desires professional counseling; psychiatrists, psychologists and psychological support services can be obtained. Payment for such services is the resident's responsibility (insurance may assist with these costs). Meals: Residents have access to food services 24 hours a day while on duty in all institutions. The resident’s Program will provide further information about meals. Requests for leave of absence must be submitted to the Program Director. The Program Director will inform the resident of the effect the leave will have on the resident’s completion of the Program and their ability to satisfy the requirements of their Specialty Review Committee and/or Specialty Board. If an approved leave compromises the time necessary for certification, the resident will be required to receive additional training sufficient to meet certification requirements. Full time residents receive twenty (20) days of paid vacation/time-away annually. Full time residents receive five (5) days of Sick Leave annually. • Front-loaded • Pro-rated by FTE • May carry-over 5 days (40 hours) of unused sick time • No cash-out at termination Depending on circumstances, utilization of leave other than vacation could lead to program extension. Such extension will be determined by the Program Director. Sick leave may be used for the following: • Personal illness, disability or injury; • Care for a child less than 18 years of age with a health condition that requires treatment or supervision; and • Care for a spouse, registered domestic partner, parent, parent-in-law, or grandparents with an illness, injury, or serious health condition. • Short-term Disability Provides income replacement in the event of a non-work related injury or illness lasting more than 7 calendar days • Benefit amount of 100% of pay for eight (8) weeks, after a 1-week wait period • Benefit amount is reduced to 66-2/3% pay for weeks 10 through 26 • Resident time-away hours may be used for the wait period and to supplement the reduced pay amount for claims lasting longer than nine (9) weeks • Long-term Disability Provides 60% of base pay, after 180 days of disability • Paid Parental Leave Up to 6 weeks off at 66-2/3100% pay for moms and dads • Following 8 weeks of short-term disability to recover from the pregnancy for the birth mother o mother. In some cases, birth mothers may be eligible for more than 8 weeks of short-term disability depending on medical certification • Benefit is offered for dads and non-birth mothers, as well as for adoption placement Leave to Care for a Family Member Up to 6 weeks off at 100% pay (one-time only) to run concurrently with FMLA/State Leaves if eligible. This comes with the option to take in three segments at a minimum of one week. Employees may receive up to 3 days off with pay to attend to family bereavement needs. Three days off may not be a sufficient amount of time to attend to all bereavement needs, and in those cases, every effort will be made to allow residents to take the needed time off using other applicable policies or accrued time-away. Immediate family is defined as: spouse, son or daughter (or current in-law), father or mother (or current in-law), brother or sister (or current in-law), stepparent, stepchild, stepbrother, stepsister, grandparent, grandchild, or any person that was living together in the same household in a relationship considered substantially comparable to any of the aforementioned. Residents are provided professional liability insurance at no cost to the resident. The amount of coverage is no less than that required of medical staff members at Providence or the participating institutions at which the resident trains. The insurance covers the acts and omissions of a resident while acting within the scope of their appointment to the Program even if a claim is not asserted until after the resident leaves the Program. If a resident becomes involved in litigation covered by the malpractice insurance the resident will be provided with an attorney at the expense of Providence and/or the Program. The insurance coverage does not cover residents while acting outside the Program such as moonlighting. Volunteer activities MAY be covered if sanctioned by Providence and Program. Residents should consult with their Program Director regarding insurance coverage before undertaking volunteer activities that involve the practice of medicine. If Providence, a participating institution, or Program defends a legal action involving a resident, whether Providence, the participating institution, the Program or the resident are named as defendants, the resident agrees to fully cooperate with Providence, the participating institution, or the Program and their legal counsel in the defense. This obligation continues even after the resident is no longer in the Program. Residents are first and foremost learners and are expected to pursue the acquisition of the six core ACGME competencies that will qualify them for careers in their chosen specialties. In addition, residents must adhere to standards of professional conduct. Due process is an individual's right to be adequately notified of charges or proceedings against the individual, and the opportunity to respond to these actions. The policies and procedures described in the Providence Resident Academic & Professional Conduct Policy and Procedures, (found at the Providence and STHC Residency website) are designed to ensure that actions that might adversely affect a resident’s status are fully reviewed and affirmed by neutral parties while at the same time ensuring patient safety, quality of care, and the orderly conduct of the Program. Program appointment, advancement, and completion are not assured or guaranteed to the resident, but are contingent upon the resident’s satisfactory demonstration of progressive advancement in scholarship and continued attainment of Milestones. Unsatisfactory resident evaluation can result in corrective actions as described in the Academic & Professional Conduct Policy & Procedures, which sets forth the exclusive means of review and appeal of academic actions.

Counseling Services. Residents are encouraged to discuss problems of either a personal or program nature with their chief resident, faculty members, faculty advisor or their Program Director. If a resident desires professional counseling; psychiatrists, psychologists and psychological support services can be obtained. Payment for such services is the resident's responsibility (insurance may assist with these costs). Residents have access to food services 24 hours a day while on duty in all institutions. The resident’s Program will provide further information about meals. Requests for leave of absence must be submitted to the Program Director. The Program Director will inform the resident of the effect the leave will have on the resident’s completion of the Program and their ability to satisfy the requirements of their Specialty Review Committee and/or Specialty Board. If an approved leave compromises the time necessary for certification, the resident will be required to receive additional training sufficient to meet certification requirements. Full time residents receive twenty (20) days of paid vacation/time-away annually. Full time residents receive five (5) days of Sick Leave annually. • · Front-loaded • · Pro-rated by FTE • · May carry-over 5 days (40 hours) of unused sick time • · No cash-out at termination Depending on circumstances, utilization of leave other than vacation could lead to program extension. Such extension will be determined by the Program Director. Sick leave may be used for the following: • · Personal illness, disability or injury; • · Care for a child less than 18 years of age with a health condition that requires treatment or supervision; and • · Care for a spouse, registered domestic partner, parent, parent-in-law, or grandparents with an illness, injury, or serious health condition. • Short-term Disability · Provides income replacement in the event of a non-work related injury or illness lasting more than 7 calendar days • · Benefit amount of 100% of pay for eight (8) weeks, after a 1-week wait period • · Benefit amount is reduced to 66-2/3% pay for weeks 10 through 26 • · Resident time-away hours may be used for the wait period and to supplement the reduced pay amount for claims lasting longer than nine (9) weeks • Long-term Disability · Provides 60% of base pay, after 180 days of disability • Paid Parental Leave · Up to 6 weeks off at 66-2/3% pay for moms and dads • · Following 8 weeks of short-term disability to recover from the pregnancy for the birth mother mother. o In some cases, birth mothers may be eligible for more than 8 weeks of short-term disability depending on medical certification • · Benefit is offered for dads and non-birth mothers, as well as for adoption placement Employees may receive up to 3 days off with pay to attend to family bereavement needs. Three days off may not be a sufficient amount of time to attend to all bereavement needs, and in those cases, every effort will be made to allow residents to take the needed time off using other applicable policies or accrued time-away. Immediate family is defined as: spouse, son or daughter (or current in-law), father or mother (or current in-law), brother or sister (or current in-law), stepparent, stepchild, stepbrother, stepsister, grandparent, grandchild, or any person that was living together in the same household in a relationship considered substantially comparable to any of the aforementioned.

Counseling Services. Residents are encouraged to discuss problems of either a personal or program nature with their chief resident, faculty members, faculty advisor or their Program Director. If a resident desires professional counseling; psychiatrists, psychologists and psychological support services can be obtained. Payment for such services is the resident's responsibility (insurance may assist with these costs). Residents have access to food services 24 hours a day while on duty in all institutions. The resident’s Program will provide further information about meals. Leaves of Absence: Requests for leave of absence must be submitted to the Program Director. The Program Director will inform the resident of the effect the leave will have on the resident’s completion of the Program and their ability to satisfy the requirements of their Specialty Review Committee and/or Specialty Board. If an approved leave compromises the time necessary for certification, the resident will be required to receive additional training sufficient to meet certification requirements. Types of Leave / Time Away (Refer to the Medical Resident Time-away Policy provided by each Program): Full time residents receive twenty (20) days of paid vacation/time-away annually. Full time residents receive five (5) days of Sick Leave annually. • Front-loaded • Pro-rated by FTE • May carry-over 5 days (40 hours) of unused sick time • No cash-out at termination Depending on circumstances, utilization of leave other than vacation could lead to program extension. Such extension will be determined by the Program Director. Sick leave may be used for the following: • Personal illness, disability or injury; • Care for a child less than 18 years of age with a health condition that requires treatment or supervision; and • Care for a spouse, registered domestic partner, parent, parent-in-law, or grandparents with an illness, injury, or serious health condition. • Short-term Disability Provides income replacement in the event of a non-work related injury or illness lasting more than 7 calendar days • Benefit amount of 100% of pay for eight (8) weeks, after a 1-week wait period • Benefit amount is reduced to 66-2/3% pay for weeks 10 through 26 • Resident time-away hours may be used for the wait period and to supplement the reduced pay amount for claims lasting longer than nine (9) weeks • Long-term Disability Provides 60% of base pay, after 180 days of disability • Paid Parental Leave Up to 6 weeks off at 66-2/3% pay for moms and dads • Following 8 weeks of short-term disability to recover from the pregnancy for the birth mother o In some cases, birth mothers may be eligible for more than 8 weeks of short-term disability depending on medical certification • Benefit is offered for dads and non-birth mothers, as well as for adoption placement Bereavement Leave Employees may receive up to 3 days off with pay to attend to family bereavement needs. Three days off may not be a sufficient amount of time to attend to all bereavement needs, and in those cases, every effort will be made to allow residents to take the needed time off using other applicable policies or accrued time-away. Immediate family is defined as: spouse, son or daughter (or current in-law), father or mother (or current in-law), brother or sister (or current in-law), stepparent, stepchild, stepbrother, stepsister, grandparent, grandchild, or any person that was living together in the same household in a relationship considered substantially comparable to any of the aforementioned. Professional Liability Insurance Residents are provided professional liability insurance at no cost to the resident. The amount of coverage is no less than that required of medical staff members at Providence or the participating institutions at which the resident trains. The insurance covers the acts and omissions of a resident while acting within the scope of their appointment to the Program even if a claim is not asserted until after the resident leaves the Program. If a resident becomes involved in litigation covered by the malpractice insurance the resident will be provided with an attorney at the expense of Providence and/or the Program. The insurance coverage does not cover residents while acting outside the Program such as moonlighting. Volunteer activities MAY be covered if sanctioned by Providence and Program. Residents should consult with their Program Director regarding insurance coverage before undertaking volunteer activities that involve the practice of medicine. If Providence, a participating institution, or Program defends a legal action involving a resident, whether Providence, the participating institution, the Program or the resident are named as defendants, the resident agrees to fully cooperate with Providence, the participating institution, or the Program and their legal counsel in the defense. This obligation continues even after the resident is no longer in the Program. Academic & Professional Conduct Policy & Procedures Residents are first and foremost learners and are expected to pursue the acquisition of the six core ACGME competencies that will qualify them for careers in their chosen specialties. In addition, residents must adhere to standards of professional conduct. Due process is an individual's right to be adequately notified of charges or proceedings against the individual, and the opportunity to respond to these actions. The policies and procedures described in the Providence Resident Academic & Professional Conduct Policy and Procedures, (found at the Providence and STHC Residency website) are designed to ensure that actions that might adversely affect a resident’s status are fully reviewed and affirmed by neutral parties while at the same time ensuring patient safety, quality of care, and the orderly conduct of the Program. Program appointment, advancement, and completion are not assured or guaranteed to the resident, but are contingent upon the resident’s satisfactory demonstration of progressive advancement in scholarship and continued attainment of Milestones. Unsatisfactory resident evaluation can result in corrective actions as described in the Academic & Professional Conduct Policy & Procedures, which sets forth the exclusive means of review and appeal of academic actions.