New Member Orientation. The Contractor will have written policies and procedures for orienting new members to their benefits, the role of the PCP, what to do in an emergency or urgent medical situation, how to utilize services in other circumstances, how to register a complaint or file an appeal and/or grievance and advance directives in accordance with 42 CFR 438.10ii, 42 CFR 489.100iii and 42 CFR 489.102iv and Chapter 23-4.10 of the RI General Laws—HEALTH CARE POWER OF ATTORNEY and Chapter 23-4.11 of the RI General Laws—RIGHTS OF TERMINALLY ILL ACT. These policies and procedures will consider the multi-lingual, multi-cultural nature of the population. All enrollment notices, informational materials and instructional materials relating to members should be written at no higher than a sixth-grade level, presented in a manner and format that may be easily understood. All written material must be available in alternative formats and in an appropriate manner that takes into consideration the special needs of those who are blind or visually impaired, require oral interpretation and/or have limited reading proficiency. For members with limited English proficiency or whose primary language is not English and upon member request, written materials must be translated into the member’s primary language. All enrollees must be informed that information is available in alternative formats and how to access those formats. Orientation Process for members will include a contact to acquaint the member to the Contractor, to confirm, select or change the member’s PCP, and to conduct or begin the process for the Health Risk Assessment and/or refer to care management as appropriate for the member’s needs. Any script or other materials developed by the Contractor for this purpose is subject to the review and prior approval by EOHHS.
New Member Orientation. The Employer will notify the Union of any newly represented temporary employees. The Union will be given the opportunity to have a Union representative speak with the newly represented temporary employees for not more than thirty (30) minutes to provide information about the Union and this Agreement.
New Member Orientation. The PH-MCO must have written policies and procedures for new Members or a written orientation plan or program that includes: • Orienting new Members to their benefits (e.g., prenatal care, dental care, and specialty care), • Educational and preventative care programs that include an emphasis on health promotion, wellness and healthy lifestyles and practices, • Education of members on how they can report suspected fraud, waste and abuse, • The proper use of the PH-MCO identification card and the Department's ACCESS Card, • The role of the PCP, • What to do in an emergency or urgent medical situation, • How to utilize services in other circumstances, • How to request information from the PH-MCO • How to register a Complaint, file a Grievance or request a DHS Fair Hearing, and • Information on the existence and function of the SNU and how to contact it, if necessary. The PH-MCO must obtain the Department advance written approval of these policies and procedures. The PH-MCO is prohibited from contacting a potential Member who is identified on the Daily Membership File with an automatic assignment indicator (either an "A" auto assigned or "M" Member assigned) until five (5) Business Days before the effective date of the Member’s Enrollment unless it is the PH-MCO’s responsibility under this Agreement; or at the request of the Department.
New Member Orientation. The MCO must have written policies and procedures for orienting new Medicaid enrollees about the following:
New Member Orientation. The Union Representative or one (1) Union Xxxxxxx will be allowed thirty (30) minutes paid release time to meet with new employees during each new employee orientation. The Employer will provide a list to the Union via email of new bargaining unit employees including their name, job classification, FTE, workplace/program assignment before orientation. The list will be provided no later than the end of the business day three (3) days before the orientation.
New Member Orientation. Contractor shall have written policies and procedures for orienting new members to their benefits, how to utilize services in other circumstances, how to register a complaint or file a grievance. These policies and procedures shall take into account the multi-lingual, multi-cultural nature of the population. All enrollment notices, informational materials and instructional materials relating to members should be written at no higher than a sixth-grade level, presented in a manner and format that may be easily understood. All written material must be available in alternative formats and in an appropriate manner that takes into consideration the special needs of those who are visually limited or have limited reading proficiency. All members must be informed that information is available in alternative formats and how to access those formats. Contractor shall make at least four (4) attempts, on different days, and at different times of the day, to make a welcome call to all new members within thirty (30) days of enrollment to provide the same information as described in the paragraph above. Welcome call scripts shall also solicit whether members have a regular dentist within the network, and whether they have new or existing dental care needs. In the event that a welcome call identifies any new members who have existing health care needs immediate steps will be taken to ensure the member’s needs are met. Any scripts developed or used by the Contractor for these purposes shall be subject to review and prior approval by EOHHS. Orientation Process for members shall include a contact to acquaint the member to the Contractor. Any script or other materials developed by the Contractor for this purpose is subject to review and prior approval by EOHHS.
New Member Orientation. 32 3.5.1 Unit member attendance at the orientation provided by 33 Human Resources staff is mandatory.
34 3.5.2 Such orientation will occur once a month.
1 3.5.3 The CSEA Chapter President shall be notified at least two 2 days in advance of scheduled orientations so that CSEA may present the 3 particulars of CSEA representation and membership preceding the presentation 4 by the Human Resources staff.
5 3.5.4 CSEA’s presentation will not be characterize or imply that 6 OSD endorses membership in CSEA.
7 3.5.5 The CSEA Chapter President or designee shall be released 8 for the purpose of presenting CSEA’s orientation portion. 9 // 10 // 11 // 12 // 13 // 14 // 15 // 16 // 17 // 18 // 19 // 20 // 21 // 22 // 23 // 24 // 25 // 26 // 27 // 28 // 29 // 30 // 31 //
New Member Orientation. A Union representative will be afforded up to forty-five (45) minutes with new employee/s to introduce them to the Union and Collective Agreement. This orientation will be without loss of pay to all employee/s at their regular rate of pay and shall be scheduled immediately after the employee’s designated orientation time with Human Resources. If more than one employee is scheduled for orientation, the Union shall orient them simultaneously and shall not receive more than forty-five (45) minutes in total to do so.
New Member Orientation. Any new employee or Owner Operator shall be told that Xxxxxx is a Unifor represented workplace and must be introduced to the appropriate Unit Chairperson or designate within their first week of employment, the employee or Owner Operator and Unit Chairperson or designate shall be given thirty (30) minutes paid time alone after such introduction.
New Member Orientation. Section 1 Each week during new employee orientations, a representative of the Union will be allowed the opportunity to discuss the Union role at the plant, to answer any questions, and to sign the new employee up for Union membership.
Section 2 When an applicant for employment is hired, the Company, will give the applicant a Union Authorization Card, along with other documents given to newly hired applicants, for signature (i.e., insurance enrollment card). To the extent allowed by law, the Company will explain to the successful applicant that the plant employees are represented by Local 7 and give the employee a Union application. In the event the successful applicant declines to sign the Union Authorization Card, the applicant will be referred to a designated Union representative who will be given a quiet area to explain the advantages of Union representation.
