Common use of RESPONSIBILITIES OF THE UNIVERSITY Clause in Contracts

RESPONSIBILITIES OF THE UNIVERSITY. The Medical School shall be responsible for providing a graduate medical educational experience and training program through faculty planning, teaching, supervision, and evaluation of residents/fellows. The University agrees to perform administrative functions for the benefit of the residents/fellows. These include arranging for the payment of stipends; maintaining certain resident/fellow records; administering the procedure related to the discipline of residents/fellows; and providing mechanisms for the coordination of programs among the affiliated hospitals and clinics, the Medical School, and the various clinical services. The University agrees to provide the following benefits to residents/fellows effective the date set forth in Section 1.1: Benefits as set forth in the GME Institution Policy Manual. All residents/fellows receive the following benefits regardless of appointment classification: professional liability insurance through the University covering claims related to duties performed as part of the residency/fellowship, whether such claims arise during or after the resident’s/fellow’s completion of the program; other insurance through the Office of Student Health Benefits specifically for residents/fellows that provides medical insurance and optional dependent coverage, long-term and short-term disability insurance, life insurance, and optional dental insurance at the resident’s/fellow’s cost; reasonable accommodations for residents with a documented disability as outlined in the Institution Policy Manual; and counseling and psychological support services through a residency/fellowship assistance program, including monitoring and assistance for impaired physicians consistent with professional and legal obligations. Residents/fellows who are not appointed in a training grant position are eligible to participate in the University’s dependent and health care flexible spending accounts and the Optional Retirement Plan (ORP) or the University of Minnesota Section 457 Deferred Compensation Program (457 Plan). Leave of absence benefits, which include parental/family medical, professional/academic, personal, vacation, holiday, sick, bereavement, military and jury duty/witness leave. These benefits are available to all residents/fellows as set forth in the GME Institution Policy Manual, but amounts of vacation and sick leave vary with the policies of each department. See applicable Program Policy Manual. Each program is responsible for advising its residents/fellows on how a requested leave of absence may affect timely completion of the training program and eligibility to sit for the relevant specialty board exam. Other benefits determined at the individual program level as set forth in the applicable Resident/Fellow Program Policy Manual. These benefits vary from program to program. On-call sleeping quarters are determined by the hospitals where the resident/fellow is assigned. The Medical School has established general policies on duty hours/on-call schedules, moonlighting, and the effect of absences on timely completion of the residency/fellowship program. These matters are set forth in the GME Institution Policy Manual, and supplemented in the applicable Program Policy Manual. Program policies will conform to any applicable requirements of the Accreditation Council for Graduate Medical Education (ACGME) or the relevant American specialty board. The Medical School does not require residents to sign a noncompetitive guarantee. Please see the GME Institution Policy Manual. A periodic assessment of academic performance of each resident/fellow is the responsibility of the residency/fellowship program director with input from faculty. Academic performance of a resident/fellow must be evaluated by a careful and deliberate review, including documentation of the resident’s/fellow’s performance with respect to relevant exam scores, clinical diagnosis and judgment, medical knowledge, technical abilities, interpretation of data, patient management, communications skills, interactions with patients and other healthcare professionals, professional appearance and demeanor, and/or motivation and initiative. All recorded evaluations of a resident’s/fellow’s performance are accessible to the resident/fellow. A resident/fellow can be disciplined and/or dismissed from the program for academic reasons. Before dismissing a resident/fellow or not renewing a resident’s/fellow’s contract for academic reasons, the program must give the resident/fellow notice of their performance deficiencies, an opportunity to remedy the deficiencies, and notice of the possibility of dismissal or non-renewal if the deficiencies are not corrected. Grounds for Discipline and/or Dismissal of a Resident/Fellow for Non-Academic Reasons. Grounds for discipline and/or dismissal of a resident/fellow for non-academic reasons, as set forth in the GME Institution Policy Manual, include, but are not limited to, the following: Failure to comply with the bylaws, policies, rules, or regulations of the University, affiliated hospitals, medical staff, department, or with the terms and conditions of this document. Commission by the resident/fellow of an offense under federal, state, or local laws or ordinances which impacts upon the resident’s/fellow’s abilities to appropriately perform their normal duties in the residency/fellowship program. Conduct which violates professional and/or ethical standards; disrupts the operations of the University, its departments, or affiliated hospitals; or disregards the rights or welfare of patients, visitors, or hospital/clinical staff.

RESPONSIBILITIES OF THE UNIVERSITY. 4.1 The Medical School of Dentistry shall be responsible for providing a graduate medical dental educational experience and training program through faculty planning, teaching, supervision, and evaluation of residents/fellows. the fellow. 4.2 The University agrees to perform administrative functions for the benefit of the residents/fellowsfellow. These include arranging for the payment of stipends; maintaining certain resident/fellow records; administering the procedure related to the discipline of residents/fellows; and providing mechanisms for the coordination of programs among the affiliated hospitals and clinics, the Medical School, School of Dentistry and the various clinical services. . 4.3 The University agrees to provide the following benefits to residents/fellows effective the date set forth in Section 1.1: fellows: 4.3.1 An annual stipend at the PGY-  rate of $  will be payable on a bi-weekly basis. 4.3.2 Benefits as set forth in the GME Institution Policy Manual. All residents/fellows receive the following benefits regardless of appointment classification: professional liability insurance through the University covering claims related to duties performed as part of the residency/fellowship, whether such claims arise during or after the resident’s/fellowresident’s completion of the program; other insurance through the Office of Student Health Benefits Office specifically for residents/fellows that provides medical insurance and optional dependent coverage, long-term and short-term disability insurance, life insurance, and optional dental insurance at the resident’s/fellow’s cost; reasonable accommodations for residents fellows with a documented disability as outlined in the Institution GME Policy Manual; and counseling and psychological support services through a residency/fellowship assistance program, including monitoring and assistance for impaired physicians consistent with professional and legal obligations. Residents/fellows who are not appointed in a training grant position Fellows also are eligible to participate in the University’s dependent and health care flexible spending accounts and the Optional Retirement Plan (ORP) or the University of Minnesota Section 457 Deferred Compensation Program (457 Plan). accounts. 4.3.3 Leave of absence benefits, which include parental/family medical, professional/academic, personal, vacation, holiday, sick, bereavement, military and jury duty/witness leave. These benefits are available to all residents/fellows as set forth in See the GME Institution Policy Manual, but amounts of vacation and sick leave vary with the policies of each departmentManual for further details. See applicable Program Policy Manual. Each The fellowship program is responsible for advising its residents/fellows on how a requested leave of absence may affect timely completion of the training program and eligibility to sit for the relevant specialty board exam. program. 4.3.4 Other benefits determined at the individual on a program level specific basis as set forth in the applicable Resident/Fellow Maxillofacial Oncologic Surgery and Reconstructive Surgery Fellowship Manual (“Program Policy Fellowship Manual. These benefits vary from program to program”), which may include: meal tickets, laundry service, and beeper rental. On-call sleeping quarters are determined by the hospitals where the resident/fellow is assigned. . 4.4 The Medical School of Dentistry has established general policies on duty hours/, on-call schedules, moonlighting, and the effect of absences on timely completion of the residency/fellowship residency program. These matters are set forth in the GME Institution Policy Manual, and supplemented in the applicable Program Policy Manual. Program policies will conform to any applicable requirements of the Commission on Dental Accreditation Council for Graduate Medical Education (ACGME) or the relevant American specialty board. CODA). 4.5 The Medical School of Dentistry does not require residents fellows to sign a noncompetitive guarantee. Please see the GME Institution Policy Manual. A periodic assessment of academic performance of each resident/fellow is the responsibility of the residency/fellowship program director with input from faculty. Academic performance of a resident/fellow must be evaluated by a careful and deliberate review, including documentation of the resident’s/fellow’s performance with respect to relevant exam scores, clinical diagnosis and judgment, medical knowledge, technical abilities, interpretation of data, patient management, communications skills, interactions with patients and other healthcare professionals, professional appearance and demeanor, and/or motivation and initiative. All recorded evaluations of a resident’s/fellow’s performance are accessible to the resident/fellow. A resident/fellow can be disciplined and/or dismissed from the program for academic reasons. Before dismissing a resident/fellow or not renewing a resident’s/fellow’s contract for academic reasons, the program must give the resident/fellow notice of their performance deficiencies, an opportunity to remedy the deficiencies, and notice of the possibility of dismissal or non-renewal if the deficiencies are not corrected. Grounds for Discipline and/or Dismissal of a Resident/Fellow for Non-Academic Reasons. Grounds for discipline and/or dismissal of a resident/fellow for non-academic reasons, as set forth in the GME Institution Policy Manual, include, but are not limited to, the following: Failure to comply with the bylaws, policies, rules, or regulations of the University, affiliated hospitals, medical staff, department, or with the terms and conditions of this document. Commission by the resident/fellow of an offense under federal, state, or local laws or ordinances which impacts upon the resident’s/fellow’s abilities to appropriately perform their normal duties in the residency/fellowship program. Conduct which violates professional and/or ethical standards; disrupts the operations of the University, its departments, or affiliated hospitals; or disregards the rights or welfare of patients, visitors, or hospital/clinical staff.

RESPONSIBILITIES OF THE UNIVERSITY. The Medical School shall be responsible for providing a graduate medical educational experience and training program through faculty planning, teaching, supervision, and evaluation of residents/fellows. The University agrees to shall perform administrative functions for the benefit of the residents/fellows. These include arranging fellow providing TRIA with support for the payment of stipends; maintaining certain resident/fellow recordsonboarding; administering the procedure related to the discipline of residents/fellows; and providing mechanisms for the coordination of programs among the affiliated hospitals and clinics, the Medical School, and the various clinical services. The University agrees Additional responsibilities of the training program, including benefits provided to provide fellows are outlined in Addendum A, “TRIA Sports Medicine & Shoulder Fellowship Program”, Section 3 “Responsibilities of the following benefits to residents/fellows effective the date set forth in Section 1.1: Benefits as set forth in the GME Institution Policy Manual. All residents/fellows receive the following benefits regardless of appointment classification: professional liability insurance through the University covering claims related to duties performed Training Program”, and are incorporated as part of the residency/fellowship, whether such claims arise during or after the resident’s/fellow’s completion of the program; other insurance through the Office of Student Health Benefits specifically for residents/fellows that provides medical insurance and optional dependent coverage, long-term and short-term disability insurance, life insurance, and optional dental insurance at the resident’s/fellow’s cost; reasonable accommodations for residents with a documented disability as outlined in the Institution Policy Manual; and counseling and psychological support services through a residency/fellowship assistance program, including monitoring and assistance for impaired physicians consistent with professional and legal obligations. Residents/fellows who are not appointed in a training grant position are eligible to participate in the University’s dependent and health care flexible spending accounts and the Optional Retirement Plan (ORP) or the University of Minnesota Section 457 Deferred Compensation Program (457 Plan). Leave of absence benefits, which include parental/family medical, professional/academic, personal, vacation, holiday, sick, bereavement, military and jury duty/witness leave. These benefits are available to all residents/fellows as set forth in the GME Institution Policy Manual, but amounts of vacation and sick leave vary with the policies of each department. See applicable Program Policy Manual. Each program is responsible for advising its residents/fellows on how a requested leave of absence may affect timely completion of the training program and eligibility to sit for the relevant specialty board exam. Other benefits determined at the individual program level as set forth in the applicable Resident/Fellow Program Policy Manual. These benefits vary from program to program. On-call sleeping quarters are determined by the hospitals where the resident/fellow is assignedthis Agreement. The Medical School has established general policies on duty hours/on-call schedules, moonlighting, and the effect of absences on timely completion of the residency/fellowship program. These matters are set forth in the GME Institution Policy Manual, and supplemented in the applicable Program Policy Manual. Program policies will conform to any applicable requirements of the Accreditation Council for Graduate Medical Education (ACGME) or the relevant American specialty board. The Medical School does not require residents fellows to sign a noncompetitive guarantee. Please see the GME Institution Policy Manual. A periodic assessment of academic performance of each resident/fellow is the responsibility of the residency/fellowship program director with input from faculty. Academic performance of a resident/fellow must be evaluated by a careful and deliberate review, including documentation of the resident’s/fellow’s performance with respect to relevant exam scores, clinical diagnosis and judgment, medical knowledge, technical abilities, interpretation of data, patient management, communications skills, interactions with patients and other healthcare professionals, professional appearance and demeanor, and/or motivation and initiative. All recorded evaluations of a resident’s/fellow’s performance are accessible to the resident/fellow. A resident/fellow can be disciplined and/or dismissed from the program for academic reasons. Before dismissing a resident/fellow or not renewing a resident’s/fellow’s contract for academic reasons, the program must give the resident/fellow notice of their performance deficiencies, an opportunity to remedy the deficiencies, and notice of the possibility of dismissal or non-renewal if the deficiencies are not corrected. Grounds for Discipline and/or Dismissal of a Resident/Fellow for Non-Academic Reasons. Grounds for discipline and/or dismissal of a resident/fellow for non-academic reasons, as set forth in the GME Institution Policy Manual, include, but are not limited to, the following: Failure to comply with the bylaws, policies, rules, or regulations of the University, affiliated hospitals, medical staff, department, or with the terms and conditions of this document. Commission by the resident/fellow of an offense under federal, state, or local laws or ordinances which impacts upon the resident’s/fellow’s abilities to appropriately perform their normal duties in the residency/fellowship program. Conduct which violates professional and/or ethical standards; disrupts the operations of the University, its departments, or affiliated hospitals; or disregards the rights or welfare of patients, visitors, or hospital/clinical staff.

RESPONSIBILITIES OF THE UNIVERSITY. The Medical School shall be responsible for providing a graduate medical educational experience and training program through faculty planning, teaching, supervision, and evaluation of residentsfaculty/fellowsGME trainees. The University agrees to perform administrative functions for the benefit of the residentsfaculty/fellowsGME trainee. These include arranging for the payment of stipends; maintaining certain resident/fellow records; administering the procedure related to the discipline of residents/fellowsapplicable disciplinary procedure; and providing mechanisms for the coordination of programs among the affiliated hospitals and clinics, the Medical School, and the various clinical services. The University agrees to provide the following benefits to residentsfaculty/fellows GME trainees effective the date set forth in Section 1.1: Benefits as set forth in the All faculty/GME Institution Policy Manual. All residents/fellows trainees receive the following benefits regardless of appointment classificationbenefits: professional liability insurance through the University covering claims related to duties performed as part of the residency/fellowship, whether such claims arise during or after the resident’s/fellow’s completion of the GME training program; other insurance through the Office of Student Health Benefits specifically for residents/fellows Human Resources that provides medical insurance and optional dependent coverage, long-term and short-term disability insurance, life insurance, and optional dental insurance at the resident’sfaculty/fellowGME trainee’s cost; Faculty Retirement Plan (FRP) through the Office of Human Resources; reasonable accommodations for residents faculty/GME trainees with a documented disability as outlined in the Institution Policy Manual; and counseling and psychological support services through a residency/fellowship assistance program, including monitoring and assistance for impaired physicians consistent with professional and legal obligations. ResidentsFaculty/fellows GME trainees who are not appointed in a training grant position are eligible to participate in the University’s dependent and health care flexible spending accounts and the Optional Retirement Plan (ORP) or the University of Minnesota Section 457 Deferred Compensation Program (457 Plan). Leave of absence benefits, which include parental/family medical, professional/academic, personal, vacation, holiday, sick, bereavement, military and jury duty/witness leave. These benefits are available to all residentsfaculty/fellows GME trainees as set forth in the GME Institution University Policy Manual, but amounts of vacation and sick leave vary with the policies of each department. See applicable Program Policy ManualLibrary. Each program is responsible for advising its residents/fellows faculty GME trainees on how a requested leave of absence may affect timely completion of the training program and eligibility to sit for the relevant specialty board exam. Other benefits determined at the individual program level as set forth in the applicable Resident/Fellow Program Policy Manual. These benefits vary from program to program. On-call sleeping quarters are determined by the hospitals where the residentfaculty/fellow GME trainee is assigned. The Medical School has established general policies on duty hours/on-call schedules, moonlighting, and the effect of absences on timely completion of the residency/fellowship program. These matters are set forth in the GME Institution Policy Manual, and supplemented in the applicable Program Policy Manual. Program policies will conform to any applicable requirements of the Accreditation Council for Graduate Medical Education (ACGME) or the relevant American specialty board. The Medical School does not require residents faculty/GME trainees to sign a noncompetitive guarantee. Please see the GME Institution Policy Manual. A periodic assessment of academic performance of each resident/fellow faculty/ GME trainee is the responsibility of the residency/fellowship program director with input from program faculty. Academic performance of a residentfaculty/fellow GME trainee must be evaluated by a careful and deliberate review, including documentation of the resident’s/fellow’s performance with respect to relevant exam scores, clinical diagnosis and judgment, medical knowledge, technical abilities, interpretation of data, patient management, communications skills, interactions with patients and other healthcare professionals, professional appearance and demeanor, and/or motivation and initiative. All recorded evaluations of a resident’sfaculty/fellowGME trainee’s performance are accessible to the residentfaculty/fellowGME trainee. A residentfaculty/fellow GME trainee can be disciplined and/or dismissed from the program for academic reasons. Before dismissing a residentfaculty/fellow GME trainees or not renewing a resident’s/fellow’s contract their contracts for academic reasons, the program must give the residentfaculty/fellow GME trainee notice of their performance deficiencies, an opportunity to remedy the deficiencies, and notice of the possibility of dismissal or non-renewal if the deficiencies are not corrected. Grounds for Discipline and/or Dismissal of a ResidentFaculty/Fellow GME trainee for Non-Academic Reasons. Grounds for discipline and/or dismissal of a residentfaculty/fellow GME trainee for non-academic reasons, as set forth in the GME Institution University Policy ManualLibrary, include, but are not limited to, the following: Failure to comply with the bylaws, policies, rules, or regulations of the University, affiliated hospitals, medical staff, department, or with the terms and conditions of this document. Commission by the resident/fellow of an offense under federal, state, or local laws or ordinances which impacts upon the resident’sfaculty/fellowGME trainee’s abilities to appropriately perform their normal duties in the residency/fellowship program. Conduct which violates professional and/or ethical standards; disrupts the operations of the University, its departments, or affiliated hospitals; or disregards the rights or welfare of patients, visitors, or hospital/clinical staff.