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UWHC,UWMF,

Policies,Administrative,UWHC,Department Specific,Graduate Medical Education (GME)

Appointment Information for Residents and Fellows in Graduate Medical Education Programs (43.24)

Appointment Information for Residents and Fellows in Graduate Medical Education Programs (43.24) - Policies, Administrative, UWHC, Department Specific, Graduate Medical Education (GME)

43.24

1
To be concise, whenever the term “resident” is used in this document, it is intended to include all residents and fellows in ACGME
accredited training programs.
2
Further use of “program(s)” in this document will refer to ACGME accredited programs.
3
All UW Health GME policies referred to in this document are available on the uwhealth.medhub.com website and in U-Connect. All
other UW Health policies are on the UW Health intranet U-Connect.

2017-2018 UW Health
Appointment Information for Residents and Fellows
In Graduate Medical Education Programs

UW Health (University of Wisconsin Hospitals and Clinics Authority) and its affiliates are committed to
providing a training program for residents
1
that meets all requirements for programs
2
accredited by the
Accreditation Council for Graduate Medical Education (ACGME). The Program Director will be responsible for
determining the educational program, the professional responsibilities, specific hours of duty and the rotation
schedules necessary to comply with the ACGME requirements.

I. Responsibilities of the resident:
A. Participate in safe, compassionate and cost-effective patient care under a level of supervision
commensurate with their achieved cognitive and procedural skills.
B. Participate fully in the educational activities of their program and, as required, assume
responsibility for teaching and supervising other residents and students.
C. Fulfill the educational requirements of the training program established for their specialty and
demonstrate the specific knowledge, skills, and attitudes to demonstrate the following:
1. Patient care that is compassionate, appropriate, and effective for the treatment of health
problems and the promotion of health.
2. Medical knowledge about established and evolving biomedical, clinical, and cognate (e.g.,
epidemiological and social-behavioral) sciences and the application of this knowledge to patient
care.
3. Practice-based learning and improvement that involves investigation and evaluation of
their own patient care, appraisal and assimilation of scientific evidence, and improvements in
patient care.
4. Interpersonal and communication skills that result in effective information exchange and
teaming with patients, their families, and other health professionals.
5. Professionalism, as manifested through a commitment to carrying out professional
responsibilities, adherence to ethical principles, and sensitivity to a diverse patient population.
6. Systems-based practice, as manifested by actions that demonstrate an awareness of and
responsiveness to the larger context and system of healthcare and the ability to effectively call
on system resources to provide care that is of optimal value.
D. Participate in institutional programs and activities involving physicians, and adhere to applicable
laws (including U.S. Selective Service registration), regulations, rules, policies, procedures and
established practices of the sponsoring institution and all other institutions to which they are assigned.
E. Participate in institutional committees and councils, especially those related to patient care review
activities and residency education.
F. Learn and apply reasonable cost containment measures in the provision of patient care.

II. Professional activities outside the educational program: Also see UW Health GME Policy on
Moonlighting and Other Outside Activities and UW Health Code of Ethics on Conflicts of Interest, and Code of
Conduct.
A. The primary responsibility of the resident is to the care of his/her patients and the continuity of care
at the hospital to which they are assigned.
B. Outside activities shall not adversely affect residents’ primary responsibility to patients at the
training institution. No compromise of a patient’s medical care shall occur to fulfill an outside activity
obligation.
1. Residents are expected to take into consideration duty hour requirements, patient load,
reading requirements, rotations, and other training responsibilities when scheduling outside
activities (e.g., moonlighting), so as not to compromise their capabilities.
2. Residents must follow ACGME, UW Health, and departmental policies regarding the
scheduling and reporting of outside activities.

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3. All clinical moonlighting hours must be recorded in MedHub as duty hours and will count
toward the 80-hour work week.
4. Programs must not require residents to engage in moonlighting.
5. UW Health does not provide any liability coverage for moonlighting activities. The resident or
the institution/employer where the moonlighting takes place must provide coverage for the
moonlighting activities.
6. UW Health does not allow moonlighting for non-Board-eligible residents within UW Health.
In order to moonlight within UW Health, physicians must meet Medical Staff requirements.
7. UW Health PGY-1 residents are not permitted to moonlight.
8. The resident education license (REL) applies to work within the training program only. An
unrestricted license is required for moonlighting.
9. The procedures for obtaining approval are detailed in the above mentioned moonlighting
policy.
10. All alleged infractions of this policy shall be reviewed initially by the Program Director, then
by the Designated Institutional Official. Appeals of any decisions may be considered according
to the Appeals of Resident Corrective Action policy.

III. Appointment, promotion, and stipend
A. Appointments: Also see UW Health GME policies on Resident Selection & Appointment,
Evaluation of Residents and Faculty, and Academic Improvement and Corrective Action.
1. Non-discrimination statement: The UW Health does not discriminate on the basis of sex,
age, race, color, national origin, religion, sexual orientation, gender identity, disability or any
other applicable legally protected status in appointments to, or conduct of, residency programs.
Allegations of such discrimination shall be referred to the UW Health Department of Human
Resources or GME Office.
a) Harassment/discrimination: It is UW Health's policy to provide a work
environment free from unlawful discrimination and harassment for all persons.
Discrimination and harassment are unacceptable and will not be tolerated.
Complaints of discrimination and harassment will be investigated and resolved in
accordance with this policy and any applicable federal, state and local laws. A copy of
the UW Health Equal Opportunity and Non-Discrimination policy # 9.27 is available on
U-Connect. Harassment or discrimination should be reported to a Labor Relations
Consultant in the Department of Human Resources (263-6500) or the GME Office.
b) Ethical/religious Beliefs: No resident shall be penalized for refusing to perform
medical procedures he/she finds contrary to his/her ethical or religious beliefs,
provided that the resident has given reasonable notice of such beliefs. However,
residents must complete the training required by the applicable accreditation body
before UW Health can certify that the resident has completed the training program.
2. Initial appointments: Initial appointments are for one year.
3. Probationary/remedial appointments: If a resident has been placed on probation due to
inadequate scholarship or professional growth and the terms of the probation extend beyond the
training year, a special limited-term appointment based on the terms of the probationary letter
will be provided. A resident may appeal a probationary decision but not remediation.
4. Non-renewal of appointment: A resident will be notified in writing of non-renewal of
appointment with as much notice as possible. A resident may appeal a non-renewal decision.
5. Dismissal: A resident will be notified in writing of dismissal with the reason for dismissal. A
resident may appeal a dismissal decision.
6. Resident resignation: Residents may be required to give three months notice, in writing,
when intending to leave the program prior to a normal completion date.
B. Stipends
1. Stipend rates: It is the objective of UW Health to maintain resident stipend levels at the
75
th
percentile of non-profit hospitals nationwide. Annual stipend rates will be based on the
levels reported in the AAMC Council of Teaching Hospitals biannual survey and will be adjusted
on a yearly basis as necessary.
2. Determination of stipend levels: A resident’s annual stipend is stated in the letter of
appointment. The stipend level is determined by counting the number of years after receiving an

2017-2018 UW Health Appointment Information for Residents & Fellows Page 3 of 10


MD or DO (or equivalent degree) that have been spent in a training program accredited by the
Accreditation Council for Graduate Medical Education (ACGME) and apply toward (i.e., is
required for) board certification in the current specialty or subspecialty in which they are training.
Residents may receive up to one additional stipend -level for the following:
a) UW Health chief resident year;
b) UW non-accredited research year; or
c) Completion of Board or ACGME required training that is greater than the PG level
in which the current training program begins. For example, the Sleep Medicine
fellowship begins at PGY-4. Required residency completion may be in a variety of
residencies that vary in length. If a trainee entering the Sleep Medicine fellowship
completed a Neurology residency to meet eligibility for this fellowship, they completed
four years of residency, would enter the Sleep Medicine fellowship as a PG-4 and be
paid as a PG-5.
C. Promotions: Appointments beyond the initial appointment are made for one year, except as
specified in Section III. A. 3 or 4 above or Section III. D below. A resident is promoted to subsequent
levels in the program unless the Department Chair or Program Director determines that the resident
has demonstrated inadequate scholarship and professional growth. Semi-annual evaluations are
provided to apprise residents of their progress.
D. Program closure/reduction policy: Also see UW Health GME policy on GME Program Closure
or Reduction. It is the policy of the UW Health to inform residents as soon as possible of a decision to
reduce the size of or close a training program. In the event of such a reduction or closure, UW Health
will make every effort to allow residents already in the program to complete their education. If
residents are displaced by the closure of a program or reduction in the number of trainees, UW Health
will make every effort to assist the resident in identifying a program in which they can continue their
education.

IV. Requirements of appointment
A. Medical school graduation: Appointment to a residency/fellowship program is contingent upon
graduation from an LCME-accredited or ECFMG-certified medical school. Prior to start date, a copy of
a diploma must be provided. In situations where a diploma is not yet available from the medical
school, alternate forms of graduation verification from the medical school will be accepted to enable an
on-time start. A copy of the medical school diploma must be submitted to the GME Office within 60
days of the resident start date.
B. Visa: Non-U.S. citizens: To enter a UW Health ACGME training program, the resident must
acquire or currently hold one of the following to begin training:
1. Lawful Permanent Resident (Green Card);
2. Initial or continuation of a UW Health J-1 “Alien Physician” (clinical training program) which
is a temporary non-immigrant visa reserved for education training purposes; or
3. Employment Authorization Document (EAD).
Note: UW Health does not sponsor an H-1b visa or accept an optional practical training (OPT) for
graduate medical education training.
C. USMLE or COMLEX:
1. Requirements:
a) All PG levels: All residents entering training at UW Health must have passed
USMLE Steps I, II CK and CS or COMLEX Levels I and 2.
b) PG-2: PG-2s who completed the PG-1 year at UW Health are required to
complete Step 3 by December 31 of the PG-2 year. PG-2s who completed the PG-1
year elsewhere are required to complete Step 3 by March 1 of the PG-2 year.
c) PG-3 and above: All residents appointed to a PG-3 level and above must have
passed USMLE Step III or COMLEX Level 3.
2. Exam fees: All exam and reporting fees are the responsibility of the resident.
D. Wisconsin licensure:
1. Requirements: In the state of Wisconsin, all physicians are required to obtain a Wisconsin
medical license. Failure to obtain and maintain a valid and applicable Wisconsin medical license
will result in termination of appointment.

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a) Resident Educational License (REL): All PG-1 and PG-2 residents must obtain
and maintain a resident educational license (REL) prior to an unrestricted medical
license.
b) Unrestricted Wisconsin medical license: An unrestricted Wisconsin medical
license is required for an appointment to a PG-3 year or above. If unrestricted
licensure is not obtained by PG-3 year, the resident’s stipend will be at the PG-2 level
until licensed. PG-2 residents with a preliminary/transitional year outside of UW
Health must successfully complete and receive credit for 12 consecutive months of
postgraduate training at UW Health and receive an endorsement from the program
director confirming an expected completion of 24 months of training at UW Health.
These residents will be allowed to promote to a PG-3, prior to unrestricted licensure,
required by October 1
st
of the PG-3 year.
2. Initial license fees: Residents are responsible for the REL application/renewal fee. The
UW Health will reimburse PG-2 residents for the initial Wisconsin unrestricted license
application fee upon receipt of unrestricted licensure. All other licensure fees are the
responsibility of the resident.
3. License renewals: Residents are responsible for maintaining WI medical licensure
throughout training at the UW Health. Residents are responsible for all fees related to license
renewal.
E. Drug Enforcement Administration (DEA) registration:
1. Requirements: All residents must register with the DEA upon receiving unrestricted
licensure. Residents must maintain their DEA registration throughout their training at UW
Health. It is the resident’s responsibility to maintain the correct contact information with the DEA.
Program and/or institutional clinical needs may allow this requirement to be waived by the GME
Office. Until residents are eligible and receive a personal DEA registration, a unique provider
number (UPN) will be assigned for use with the institutional DEA (iDEA). The UPN/iDEA will
expire when a resident obtains a personally assigned DEA or ends employment with UW
Health. The UPN/iDEA may only be used in UW Health facilities within the scope of the training
program.
2. Registration fees: Following receipt of the DEA (initial and renewal), residents may request
a pro-rated reimbursement from the GME office based on the amount of time left in the UW
Health training program and the 3-year DEA term. A current DEA required prior to training at
UW Health and effective at the start of training at UW Health is not eligible for reimbursement.
F. National Provider Identifier (NPI): All residents are required to obtain an NPI. It is the resident’s
responsibility to maintain the correct contact information with the NPPES.
G. Medicare and WI Medicaid enrollment for prescribing/referring/ordering providers: All
residents are required to be enrolled as a prescribing/referring/ordering provider for Medicare and WI
Medicaid, once they are licensed (REL or full licensure). Residents are required to maintain current
enrollment information (e.g. change from REL to unrestricted license or a name change).
H. Office of Inspector General Exclusion List: UW Health requires that in order to be appointed to
a resident position, physicians must not be listed on any federal Health and Human Services/Office of
the Inspector General’s (OIG) list of individuals excluded from federal health care programs.
I. Pre-training health assessment and drug screen: In compliance with state law and hospital
policy, all residents must undergo a pre-training health assessment through the UW Health Employee
Health Service (EHS). All residents must also complete a urine drug screen in accordance with UW
Health Pre-employment Drug Testing Policy for Safety-Sensitive Positions #9.23 and have a current
TB test. Residents will need to receive clearance from EHS prior to their hire date.
J. Annual tuberculosis (TB) testing: All residents must have a TB test at least annually, as
required by State regulations and UW Health policy.
K. Annual influenza vaccine: All residents are required to receive an influenza vaccine or provide
documentation of medical or religious waiver by the provided deadline each year. See UW Health
Influenza Vaccination policy #9.75.
L. Certification of cardiopulmonary resuscitation & other life-saving interventions: Additional
details are found in UW Health Certification Cardiopulmonary Resuscitation and Other Life-Saving
Interventions policy #9.35.

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1. BLS/CPR: All incoming residents are required to show current certification in American
Heart Association (AHA) basic life support or CPR prior to employment hire date at UW Health.
2. ACLS/PALS: Those residents required to be certified in ACLS or PALS must also show
current AHA certification or be certified within the first 3 months at UW Health.
3. ATLS/Advanced PALS: Those residents who must be certified in AHA ATLS or Advanced
PALS must achieve certification prior to the rotations or PG level for which it is required.
4. Maintenance of certifications: After receiving certification, residents must maintain AHA
certification in all required life-saving interventions throughout their training program unless
otherwise indicated in UW Health policy #9.35.
5. Training fees: Training sessions are held by the UW Health Emergency Education Center
(EEC) throughout the year and are offered at no charge to residents. Fees for training obtained
online or outside the UW Health EEC program are the responsibility of the resident.
M. Dress code: White coats are furnished to residents and laundered by the hospital. Resident
names on white coats and photo ID badges must be the same and conform to UW Health GME
Resident Use of Legal Name and Name Changes. Hospital issued photo ID badges are required to be
worn. Residents are expected to dress in a professional manner as outlined in the UW Health Dress
Code and Appearance Policy for All Employees #9.16.
N. Duty hours: All residents must take joint responsibility with their program for abiding by the duty
hour requirements of the ACGME and their program. If a resident finds him/herself in a situation where
s/he is approaching the limits of the requirements, s/he must notify his/her Program Director
immediately. Patterns of problems experienced by the resident should be reported to the Program
Director and/or the GME Office for correction or the GME Hotline at 316-9800. Also, see UW Health
GME policy on Resident Duty Hours.
O. Caregiver background check: Under Wisconsin law, all residents must complete a Background
Information Disclosure (BID) form prior to the start of training and every four years thereafter. The
Hospital will then perform a criminal and regulatory background check, as required by state law. If
certain offenses are disclosed or discovered, the hospital is required by law to terminate an
appointment. Completion of the Background Information Disclosure form and not having a forbidden
offense are conditions of all resident appointments.
P. New arrests or convictions: All residents have a continuing obligation to report any new arrests
and/or convictions as they occur, to the GME Office, who will immediately report the information to a
Human Resources (HR) Department's Employee Relations Consultant (ERC) (608/263-6500). A
resident may be subject to disciplinary action and/or sanctions if they provide false information on a
BID form or if they fail to report new arrests, convictions, findings, or license limitations (UW Health
Caregiver Background Checks policy # 9.03).
Q. Additional conditions of appointment: Each resident shall notify the Senior Vice President for
Medical Affairs or designee within 10 days following the receipt of any of the following. Failure to notify
shall constitute grounds for corrective action.
1. Any voluntary or involuntary loss or lapse of any license, registration or certification
regarding professional practice; any disciplinary or monitoring measure and any change in such
discipline or monitoring measure by any licensing or registration body or certification board that
licenses, registers, or certifies clinical professional practice.
2. Any settlements, judgments, or verdicts entered in an action in which the practitioner was
alleged to have breached the standard of care other than those arising out of his/her
employment by the UW Health or his/her training at the UW Health.
3. Pending disciplinary or other adverse action by a governmental agency or any other action
adversely affecting his or her privileges at another health care facility.
4. The voluntary or involuntary termination of medical staff membership or voluntary or
involuntary limitation or reduction of clinical privileges at another hospital or institution. The
affected resident shall provide the hospital with complete information as to the reasons for the
initiation of corrective or disciplinary action and the progress of the proceedings.
5. Each resident shall notify the Senior Vice President for Medical Affairs or designee within 30
days following the receipt of any notice of complaint or investigation by any licensing or
registration body or certification board that licenses, registers, or certifies clinical professional
practice. Failure to notify shall constitute grounds for corrective action.

2017-2018 UW Health Appointment Information for Residents & Fellows Page 6 of 10


R. Notification: The Senior Vice President for Medical Affairs or designee will forward to the Program
Director of the applicable training program and Chair of the applicable clinical service a copy of any
notice received under sections III, N, O, or P.
S. No restrictive covenants: No residency or fellowship program sponsored by the UW Health may
require that a trainee signs a non-competition guarantee.
T. Restriction or suspension from clinical rotations: Residents may be subject to restriction or
suspension from clinical rotations by their Program Director, Department Chair or the Senior Vice
President for Medical Affairs or designee, or suspension or dismissal by the Senior Vice President for
Medical Affairs during the term of the appointment for misconduct in violation of standards, rules and
regulations of the Medical Staff of the UW Health, the hospital, and its affiliated hospitals or for failure
to perform at the academic or clinical level required by their program.

V. Leaves: See also the UW Health GME policy on Resident Absences and Leaves. When scheduling leave
time, residents must adhere to the requirements of UW Health, their RRC and specialty board, and obtain
approval from their Program Director. In some cases, the GME Office and the Designated Institutional Official
(DIO) must also give approval. Residents should be aware that any leave time taken might extend the length of
time required to complete their training. In some cases, space for such additional training time may not be
available at this hospital or at the time desired. All leave time must be requested and recorded through the
residency management system, MedHub. In addition, the GME Leave Request form must be filled out and
forwarded to the GME office where indicated below.
A. Family/medical leave: Federal and state Family & Medical Leave Act FMLA/WFMLA laws
mandate minimum family and medical leave benefits. After the resident leave of absence request is
submitted in MedHub, the UW Health Certification of Healthcare Provider form will be emailed to the
resident. This form must be completed and submitted to the UW Health Leave Coordinator for
approval.
1. Family leave: UW Health will grant one week of paid family leave for the father/partner
following the birth of a child or for either parent following adoption of a child. (See medical leave
section regarding paid medical leave after childbirth). In addition, UW Health will grant unpaid
family leave (leave due to the birth of a child, adoption or a serious health condition of a spouse,
parent or child, which necessitates the resident’s care) in compliance with federal and state
FMLA/WFMLA laws. The resident must contact the GME Office as soon as possible after
deciding that he/she intends to take family leave by submitting the request in MedHub.
2. Sick leave: The Program Director may approve up to one week of paid sick leave per year if
needed. For any sick leave exceeding one week, the resident must request a medical leave of
absence. All leave of absence requests must be submitted through MedHub.
3. Return to work: Residents on leaves of absence greater than 5 calendar days must obtain
medical clearance to return to work from Employee Health Services (EHS) according to UW
Health Policy # 9.22 Fitness for Duty, Health Service Clearance to Return to Work/Continue
Work. If returning from maternity leave without work restrictions, medical clearance to return to
work is not required.
4. Medical leave: The hospital will grant unpaid medical leave in compliance with applicable
federal and state FMLA/WFMLA laws. In the event of a short-term disability (i.e. a temporary
inability to work as a result of illness, injury, childbirth, etc), the hospital may grant paid leave for
a “usual and customary” recovery period. Paid leave after childbirth shall be four weeks unless
the resident has continuing medical complications certified by the treating physician. Any
approved paid leave longer than six weeks will be paid at 75% of stipend, mirroring the long-
term disability policy. Available paid sick days must be taken and included within allowed paid
medical leave. Paid medical leave does not apply upon return to work with restricted hours (to
be paid proportionately to a regular schedule) and will never exceed six months and in some
instances may not cover the entire length of absence. Medical leave exceeding six months may
qualify for long-term disability benefits, further determined by other requirements of the hospital-
provided policy.
B. Personal leave: A resident may be granted a leave of absence without pay at the discretion of the
Program Director and the Director of Graduate Medical Education. All unpaid leaves must be reported
to the GME Office by the resident and program via MedHub.

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C. Bereavement leave: In the event of the death of a resident’s spouse/partner, or the child, parent,
grandparent, brother, sister, grandchild, (or spouse of any of them), of either the resident or his/her
spouse/partner, or any other person living in the resident’s household, the resident is granted time off
with pay to attend the funeral and/or make arrangements necessitated by the death. However, time off
with pay cannot exceed three (3) workdays. Reasonable additional time off without pay may be
granted in accordance with religious or personal requirements and must be reported to the GME Office
by the resident and program via MedHub.
D. Military leave: Residents may take time off for military service as required by federal and state
statutes. The resident is required to provide advance documentation verifying the assignment and pay
to the GME Office. (Leave Request form required)
1. UW Health will pay the excess of a resident's standard wages over military base pay for
military leaves of three (3) to thirty (30) days to attend military schools and training.
2. For residents who are recalled to active duty, UW Health will pay the difference between the
resident’s wages and the active duty military pay for up to one year (average hospital pay over
the past year minus military pay). For the first month of recall, UW Health will pay the difference
between the resident’s base pay and hospital pay. For the next eleven months, UW Health will
pay the difference between the resident’s total monthly military pay (limited to base pay, Basic
Allowance for Housing and Basic allowance for Subsistence) and the resident’s hospital pay. If
the resident’s active duty pay is more than his/her hospital pay, UW Health will not compensate
any wages.
E. Military Family Member Qualifying Exigency Leave (if eligible under the FMLA): Eligible
residents with a covered military family member serving the National Guard or Reserves may take up
to 12 weeks of unpaid leave for a qualifying exigency arising out of the fact that the covered military
member is on active duty or is called to active duty status.
F. Vacation: UW Health residents are entitled to three (3) weeks (21 days including weekend or 15
days not including weekends) paid vacation per year. This vacation time is to be used during the
training year in which it is allotted. In exceptional circumstances, if the resident is unable to use all
allotted vacation during the training year due to service requirements; he/she may carry over unused
vacation with prior approval of the Program Director (not to exceed one and a half weeks) to the
following year. When the resident is leaving UW Health permanently, accrued vacation entitlement
must be used prior to termination.
G. Professional meetings: Each resident is entitled to a maximum of one (1) week to attend
professional meetings each year with pay. The meeting is to be approved in advance by the Program
Director and attendance documented in MedHub. This meeting time is in addition to vacation leave.
H. Holiday leave: When program patient care responsibilities allow and with Program Director
approval, UW Health legal holidays will be observed. Residents do not accrue holiday time or have the
option of a floating holiday, “comp time” or additional holiday pay. Holidays taken should never exceed
the number of UW Health legal holidays observed. Additional holidays observed by the VAH are not
included as additional holidays. Residents on a VAH rotation are still obligated to assist with UW
Health patient care activities or participate in other training program activities. If residents request time
off for a religious holiday, in lieu of legal holidays, they should be allowed comparable leave where
scheduling permits. Further information regarding holiday leave may be found in UW Health GME
Resident Absence and Leave Policy.
I. Career development leave: Each resident is entitled to a maximum of 5 days for fellowship and
other employment searches per residency program. Unpaid leave may be granted for additional time.
All time used must be approved by the Program Director. The GME Office must be notified of any
unpaid time granted via MedHub.
J. Witness leave: Residents may take time off without loss of pay during regularly scheduled hours
of work when subpoenaed as a witness in a matter directly related to their work duties. However, when
not called for actual testimony, but instead on call, the resident shall report back to work unless
authorized otherwise by his/her Program Director. Residents needing time off for witness leave must
provide advance notice to their Program Director and provide a copy of the subpoena. If a resident is
subpoenaed as a witness in a matter not directly related to their work duties, the resident must use
vacation or, if none is available, take time off without pay. The resident and program must report
unpaid leave to the GME Office via MedHub.

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K. Jury duty leave: Residents may take time off without loss of pay during regularly scheduled hours
of work for jury duty. However, when not impaneled for actual service, but instead on call, the resident
shall report back to work unless authorized otherwise by his/her Program Director. Residents needing
time off for jury duty must provide advance notice to their Program Director and provide a copy of the
jury summons. Time off must be recorded in MedHub.
L. Time off to vote: A resident eligible to vote in an election who finds it impossible to vote during
non-working hours may be absent from work for up to three (3) hours without loss of pay during
regularly scheduled work hours to vote, including travel time. The supervisor can designate the time of
day for the absence. The resident must notify his/her Program Director before Election Day of the
intended absence and must submit a written statement in advance to their Program Director explaining
why they cannot vote during non-working hours. NOTE: All Residents are strongly urged to vote
during non-working hours or by absentee ballot. Contact the clerk of your municipality for more
information.
M. Exam leave: Residents may take time off without loss of pay for up to 2 days per year to take
required licensure or certifying Board exams. Time must be scheduled ahead of time via MedHub with
the approval of the Program Director.
N. Accrual of leave time: No leave time described in Section IV is accrued for residents except as
described in Section IV. F. Vacation above.

VI. Benefits
A. Liability insurance: Comprehensive liability protection is provided for all residents for any
training-related incident. Protection is granted for specific training activities approved by the Program
Director and the UW Health Risk Management Office for activities that take place outside the UW
Health. No protection is provided for activities outside the scope of the training program, such as
moonlighting or unapproved electives not related to the program. Additional information on coverage
can be found in the Liability Protection for Health Professionals information on U-Connect, the UW
Health intranet.
B. Workers compensation for work-related injuries: Residents employed by UW Health may be
eligible for workers compensation in the event of a work-related injury as required by the Wisconsin
Workers’ Compensation Act. More information is provided under UW Health’s Workers Compensation
Policy #9.17 on U-Connect.
C. Disability insurance: All residents are covered by a hospital paid long-term disability plan.
Details on the current disability insurance plan are available in the GME Office website.
D. Optional insurance and benefit plans: Residents employed by UW Health are eligible for a
variety of optional insurance plans, at additional cost. Resident contributions for these insurance plans
can be made through payroll deduction. Additional information on these plans, including enrollment
deadlines and premiums, is available in the Human Resources Benefits Office.
1. Health insurance: Residents can choose from a variety of comprehensive health plans,
including a preferred provider plan with a nationwide network and several health maintenance
organizations (HMOs). Individual and family coverage is available. Most offered health plans
offer the same level of coverage and include basic dental coverage.
2. Life insurance: Residents are eligible for two term life insurance plans, the supplemental
life insurance and the UW Employees Inc plan.
3. Vision and Dental Insurance: Residents are eligible for supplemental major medical,
dental, and vision insurance coverage.
4. Accidental death and dismemberment insurance (AD&D): AD&D insurance pays
benefits for accidental loss of life, sight, or limb. Residents are eligible for individual or family
coverage.
5. Tax sheltered annuity/deferred compensation programs: Residents are eligible to
participate in a variety of tax-sheltered annuities and deferred compensation retirement plans.
Contributions to the tax sheltered annuity (403b) and deferred compensation plans (457) are
made on a pre-tax basis, reducing federal and state taxable income. The contributions purchase
retirement benefits that are not taxable until distribution is made, usually at retirement.
6. Flexible Spending Accounts (FSA): The FSA program allows residents to pay for certain
expenses, including dependent care and/or approved out-of-pocket medical expenses, with pre-

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tax rather than after-tax income. The amount of contribution directly offsets taxable income,
resulting in reduced federal and state income tax, and social security tax liability.
E. Benefit Continuation: The resident’s insurance benefits will continue during a paid leave and up
to three months of an unpaid leave under the same circumstances and conditions as existed prior to
the leave, as long as the resident continues to pay his/her share of the premiums. Beginning the fourth
month of an unpaid leave, the resident will be responsible for the entire health insurance premium.
F. On-call meals: An allotment for on-call meals is provided to eligible residents on an annual basis
based on averages by PG level within their program. The allotment will be added to a GME meal card
account associated with the UW Health ID badge. Any unused allotment at the conclusion of the
resident’s training program will be forfeited. Meriter, St. Mary’s and Veterans Administration hospitals
provide meals, with limits established by the individual hospital.
G. On-call rooms: On-call rooms are provided for residents required to be in the hospital overnight.
A workroom with computers, a television, refrigerator, and microwave oven is also available (F5/606)
and at the AFCH. There are programs that have an occasional need for a call room when the resident
is called in from home. A hotel type system with dedicated call rooms is available and can be reserved
by contacting Bed Control at 263-8775.
H. Parking: Parking is available to residents. Fees are set annually by the University of Wisconsin.
Residents will be offered parking on an annual basis and fees will be deducted from the residents’
paychecks nine months per year.
I. Safe escort: An after-hours safe escort to a distant parking lot is available by calling UW Health
Security (608-890-5555). Access details are posted on U-Connect.
J. Inclement weather car service: During periods when local weather conditions indicate a
reasonable probability that residents who are parked on UW Health grounds may have difficulty
getting their car started, UW Health will provide free jump-starts. Contact the Security Office if
assistance is needed. Access details are posted on MedHub and U-Connect.
K. Safe Ride Home: In the event of fatigue following an extended duty period, a resident will be
reimbursed for taxi fares home and back to the hospital, if needed.
L. UW affiliate photo ID (WISCARD): The University of Wisconsin affiliate photo ID allows residents
to access library services and recreational facilities on the UW campus. The ID also qualifies residents
for discounts at various local businesses.
M. Membership on Medical Staff committees: Residents have voting representation on the UW
Health Medical Board and its committees. These representatives are selected jointly by the Chair of
the Medical Board and the President of the House Staff Association.
N. Wisconsin Medical Society membership: The UW Health will pay the annual membership dues
for the Wisconsin Medical Society for residents during their training at UW Health. Become a member
or renew your membership online at www.wisconsinmedicalsociety.org.
O. Counseling and support services: Confidential counseling, support, and assistance with issues
such as psychological, substance abuse, marital, legal and financial problems are available to all
residents and their immediate family at no cost through the Life Matters Employee Assistance
Program. Information is available 24/7 at 800-634-6433 or at mylifematters.com, password: UWH1
P. GME Hotline: Residents that have exhausted intra-departmental complaint resolution mechanisms
may call the hotline at 608-316-9800 for additional assistance. Residents may remain anonymous and
concerns will be held confidential as appropriate.

VII. Appeals of resident corrective action: The UW Health GME policy on Appeals of Resident
Corrective Action details the process that provides residents with fair, reasonable, and readily available
procedures for appeals and due process. All GME programs at UW Health will promote fair, reasonable,
efficient and equitable resolutions for general grievances that may arise in the course of residency training.
Actions which result in probation, suspension, non-renewal, non-promotion or dismissal must receive due
process in accordance with the ACGME program and institutional level requirements (IR IV.C.1.b).

VIII. Resident Grievances related to Employment Concerns: The UW Health GME policy on Resident
Grievances related to Employment Concerns details the process that:
A. Provides residents with fair, reasonable and readily available procedures for grievance and due
process. It is recognized that misunderstandings, disputes or disagreements may occur related to the:
1. Work environment

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2. Issues related to the program or faculty
3. Interpretation of the terms of UW Health Graduate Trainee Appointment Information
Document
4. Application of the program’s and/or hospital’s policies and procedures affecting residents.
This list shall hereby be called employment concerns.
B. The policy does not apply to academic or other disciplinary or corrective actions taken against
residents that could result in remediation, warning, probation, suspension, non-renewal, non-
promotion or dismissal. See UW Health GME policies on Academic Improvement and Corrective
Action and Appeals of Resident Corrective Action.
C. This procedure does not apply to allegations of discrimination based on sex, age, race, national
origin or disability. Such allegations shall be submitted to the UW Health Human Resources
Department.

IX. GME Appeals Committee: The GME Appeals Committee, a standing committee of the Medical Staff, is
appointed to deal with grievances and appeals of corrective action decisions filed by residents. The GME
Appeals Committee shall consist of three members and one alternate from the medical staff and two members
and one alternate from GME trainees in hospital-sponsored training programs. The committee chair shall be
appointed by the president of the medical staff from among the medical staff members of the committee. The
alternate(s) will serve in case of unavailability or a conflict of interest of any member.

X. Additional Resources
The following UW Health policies and resources are available on U-Connect, the UW Health intranet.
Prior to beginning employment, copies of these policies may be obtained by contacting the GME Office.

UW Health Bylaws and Rules & Regulations of the Medical Staff
UW Health Code of Conduct
UW Health Code of Ethics on Conflicts of Interest
UW Health Liability Protection for Health Professionals
UW Health Equal Employment Opportunity and No Harassment/ Discrimination/Retaliation Policy # 9.27
UW Health Pre-employment Drug Testing Policy # 9.23
UW Health Pre-Employment Health Assessment Policy # 9.20
UW Health Certification Cardiopulmonary Resuscitation and Other Life-Saving Interventions Policy # 9.35
UW Health Dress and Appearance Policy for All Employees # 9.16
UW Health Pre-Employment and Renewal Caregiver Background Checks Policy # 9.03
UW Health Fitness for Duty: Health Service Clearance to Return to Work/Continue Work Policy # 9.22
UW Health Employee Assistance Program Policy # 9.15
UW Health Influenza Vaccine Policy #9.75.

The following UW Health GME policies are available on uwhealth.medhub.com, the residency management
system and in U-Connect.
UW Health GME policy on Outside Activities including Moonlighting - Resident/Fellow
UW Health GME policy on Resident Selection & Appointment
UW Health GME policy on Evaluation of Residents and Faculty
UW Health GME policy on GME Program Closure or Reduction
UW Health GME policy on Resident Duty Hours
UW Health GME policy on Resident Absences and Leaves
UW Health GME Impaired Resident Summary policy
UW Health GME policy on Appeals of Resident Corrective Action
UW Health GME policy on Resident Grievances related to Employment Concerns

APPROVAL: Graduate Medical Education Committee, March 15, 2017