LSU SCHOOL OF MEDICINE - NEW ORLEANS
HOUSE OFFICER MANUAL
The principal purpose of the LSU School of Medicine - New Orleans
(School of Medicine) is to provide a rich learning environment for the
education and training of medical students, residents, and fellows in concert
with the General and Special Requirements of the Accreditation Council
for Graduate Medical Education (ACGME). Because the majority of our House
Officers remain in the state, Graduate Medical Education is a mission of
paramount importance to the School of Medicine and to the citizens of Louisiana.
This mission is fulfilled through accomplishing the following goals:
For purposes of this Manual, the following terms shall have the
meaning ascribed thereto unless otherwise clearly required by the context
in which such term is used.
House Officer - The term "House Officer" shall mean and include interns, residents and fellows.
Program - The term "Program" shall mean a Resident and Fellow Training Program of Louisiana State University School of Medicine in New Orleans.
Dean - The term "Dean" shall mean the Dean of the Louisiana State University School of Medicine in New Orleans or his "designee".
Academic Dean - The term "Academic Dean" shall mean the Dean of Academic Affairs of the Louisiana State University School of Medicine in New Orleans or his "designee".
Working Days - The term "working days" shall mean Monday through Friday.
House Officer selection criteria must conform to the guidelines
of the Accreditation Council for Graduate Medical Education (ACGME) General
Requirements. House Officers are selected by program directors from an
applicant pool in the National Residency Matching Program (NRMP) or from
NRMP Specialty Matching Services programs.
First year House Officers must participate through the NRMP programs. Only in the absence of an NRMP matching program in a particular discipline or at an advanced level of appointment, may candidates compete and be appointed individually. Such candidates must meet all the ACGME General Requirements for selection of House Officers.
House Officers must be: (1) graduates of medical schools in the United States and Canada accredited by the Liaison Committee on Medical Education (LCME); (2) graduates of colleges of osteopathic medicine in the United States accredited by the American Osteopathic Association (AOA); (3) graduates of medical schools outside the United States who have received a currently valid certificate from the Education Commission for Foreign Medical Graduates or have a full and unrestricted license to practice medicine in a United States licensing jurisdiction; or (4) graduates of medical schools outside the United States who have completed a Fifth Pathway Program by an LCME-accredited medical school. [ A Fifth Pathway program is an academic year of supervised clinical education provided by an LCME-accredited medical school to students who a.) have completed, in an accredited college or university in the United States, undergraduate premedical education of the quality acceptable for matriculation in an accredited United States medical school; b.) have studied at a medical school outside the United States and Canada but listed in the World Health Directory of Medical schools; c.) have completed all of the formal requirements of the foreign medical school except internship and/or social service; d.) have attained a score satisfactory to the sponsoring medical school on a screening examination; and e.) have passed either the foreign Medical Graduate Examination in the Medical Sciences, Parts I and II of the examination of the National Board of Medical Examiners, or Steps 1 and 2 of the United States Medical Licensing Examination (USMLE).] .
All House Officer trainees must have a valid license or permit to practice medicine in the State of Louisiana. Requirements for medical licensure change from time to time. Beginning with medical graduates of 1992, all Louisiana licensure examination is through the United States Medical Licensing Examination (USMLE) three-step pathway. The Louisiana State Board of Medical Examiners will confer unlimited licensure only after the candidate successfully completes the post - graduate year I level and passes the USMLE Step examinations 1 through 3. The examination of the National Board of Osteopathic Examiners and the LMCC Canada examination are not currently accepted by the Louisiana licensing Board.
The Louisiana State Board of Medical Examiners issues temporary training permits to qualified post-graduate year I level trainees. Temporary permits (Visiting Resident Permits) also may be issued for certain foreign medical graduates entering the U.S. on J-1 visas. Foreign citizen trainees must have standard Educational Commission for Foreign Medical Graduates (ECFMG) certification. They must pass the Foreign Medical Graduate Examination in the Medical Sciences (FEMGEMS) and the ECFMG English test.
Eligible House Officer candidates will be selected on the basis of their preparedness, ability, aptitude, academic credentials, communication skills and personal qualities such as motivation and integrity. The number and apportionment of House Officers will depend on educational opportunities, the patient population, levels of illnesses, types of procedures, number of staff available for supervision, financial resources of in-patient and out-patient care facilities, and recommendations of the Residency Review Committees (RRC). The Institutional Graduate Medical Education Committee and the Academic Dean, supervise the overall number of positions offered and the apportionment of House Officers among services and departments.
House Officers are appointed for one year. Contract renewal is subject
to mutual written consent of the Department Head and the House Officer.
This renewal must be made in a timely manner in accordance with dates set
by the GME Office.
Compensation will be provided consistent with the pay scale determined
by the managing entity of Louisiana's Charity Hospital System. Work hours
will vary within each House Officer training program.
The mission of the Graduate Medical Education Office is to support
the House Officers and the training programs of the School of Medicine.
The Office of Graduate Medical Education (GME) offers House Officers the
opportunity to participate in group long term disability coverage. In the
event a House Officer experiences a loss of income as a result of an emergency,
the House Officer should contact the Assistant Dean for Academic Affairs
for possible avenues of assistance.
In order to enhance the House Officerís training experience, the Office of Graduate Medical Education has developed a series of Core Curriculum Lectures. This series of lectures includes topics such as: Cultural Diversity; Practice Management/ Money Management; Resident Teaching Skills; Legal and Malpractice Issues; Quality Assurance; Research Design and Statistics: Your Contract; Managed Care; Literature Review; E&M Coding; Marketing; and other related topics .
The Office of Graduate Medical Education administers the House Officer
Payroll; processes education loan deferment certifications, applications
for Internship Registration and Verification of Internship forms for the
Louisiana State Board of Medical Examiners; and coordinates House Officer
Orientation.
The LSU School of Medicine - New Orleans (School of Medicine) is
responsible for supervising House Officer training programs. This responsibility
is delegated to individual departments and is fulfilled by the medical
faculty. The level of supervision must be commensurate with the House Officer's
level of training and the House Officerís individual level of clinical
skills. On-call schedules for faculty are designed so that supervision
and/or consultation is readily available at all times to House Officers
on duty. Each Department has established policies for House Officers that
will be consistent with the ACGME General Requirements and Special Requirements
of each program.
At the beginning of each academic year, each House Officer Program should provide the House Officer an outline of specific rotations and regularly scheduled lectures, conferences and seminars. House Officers should be informed about departmental duties and disciplinary policies during orientation and/or by written guidelines. These policies should describe training goals and expectations, program evaluation methods, possible basis for adverse actions such as probation or dismissal, and due process procedures.
The educational effectiveness of each House Officer Program should be
periodically reviewed by departmental faculty. Reviews should include resident
evaluations of faculty and the House Officer Program and faculty evaluations
of program effectiveness.
Records of House Officer evaluations are to be maintained by the
Departmental Program Directors. These files will generally be available
to the individual trainees, training faculty, Program Director, and other
University personnel as may be required by the House Officer Program, School
Of Medicine, or University. House Officers will be formally evaluated no
less than twice a year, however, more frequent feedback is encouraged.
Both strengths and weaknesses should be documented and discussed in the
evaluation process as well as plans to remediate any deficiencies.
Evaluation of House Officers ideally should include comments by multiple
evaluators such as the Program Director, ward and/or clinic faculty, chief
resident, and others. Additionally, each House Officer is expected to participate
in departmental self-assessment when applicable.
Substandard disciplinary and/or academic performance is determined
by each Department. Corrective action for minor academic deficiencies or
disciplinary offenses which do not warrant remediation as defined below,
shall be determined and administered by each Department. Corrective action
may include oral or written counseling or any other action deemed appropriate
by the Department under the circumstances. Corrective action for such minor
deficiencies and/or offenses are not subject to appeal.
House Officers may be placed on probation for, among other things,
issuance of a warning or reprimand; or imposition of a remedial program.
Remediation refers to an attempt to correct deficiencies which if left
uncorrected may lead to a non-reappointment or disciplinary action. In
the event a House Officerís performance, at any time, is determined
by the House Officer Program Director to require remediation, the House
Officer Program Director shall notify the House Officer in writing of the
need for remediation. A remediation plan will be developed that outlines
the terms of remediation and the length of the remediation process. Failure
of the House Officer to comply with the remediation plan may result in
termination or non-renewal of the House Officerís appointment.
A House Officer who is dissatisfied with a departmental decision to
issue a warning or reprimand, impose a remedial program or impose probation
may appeal that decision to the Department Head informally by meeting with
the Department Head and discussing the basis of the House Officerís
dissatisfaction within ten (10) working days of receiving notice of the
departmental action. The decision of the Department Head shall be final.
A House Officer may be dismissed or other adverse action may be
taken for cause, including but not limited to: i) unsatisfactory academic
or clinical performance; ii) failure to comply with the policies, rules,
and regulations of the House Officer Program or University or other facilities
where the House Officer is trained; iii) revocation or suspension of license;
iv) violation of federal and/or state laws, regulations, or ordinances;
v) acts of moral turpitude; vi) insubordination; vii) conduct that is detrimental
to patient care; and viii) unprofessional conduct.
The House Officer Program may take any of the following adverse actions:
i) issue a warning or reprimand; ii) impose terms of remediation or a requirement
for additional training, consultation or treatment; iii) institute, continue,
or modify an existing summary suspension of a House Officerís appointment;
iv) terminate, limit or suspend a House Officerís appointment or
privileges; v) non-renewal of a House Officerís appointment; vi)
dismiss a House Officer from the House Officer Program; vii) or any other
action that the House Officer Program deems is appropriate under the circumstances.
Dismissals, non-reappointments, or other adverse actions which could
significantly jeopardize a House Officerís intended career development
are subject to appeal and the process shall proceed as follows:
Recommendation for dismissal, non-reappointment, or other adverse action which could significantly threaten a House Officerís intended career development shall be made by the Program Director in the form of a Request for Adverse Action. The Request for Adverse Action shall be in writing and shall include a written statement of deficiencies and/or charges registered against the House Officer, a list of all known documentary evidence, a list of all known witnesses and a brief statement of the nature of testimony expected to be given by each witness. The Request for Adverse Action shall be delivered in person to the Department Head. If the Department Head finds that the charges registered against the House Officer appear to be supportable on their face, the Department Head shall give Notice to the House Officer in writing of the intent to initiate proceedings which might result in dismissal, non-reappointment, summary suspension, or other adverse action. The Notice shall include the Request for Adverse Action and shall be sent by certified mail to the address appearing in the records of the Human Resource Management or may be hand delivered to the House Officer.
Upon receipt of Notice, the House Officer shall have five (5) working days to meet with the Department Head and present evidence in support of the House Officerís challenge to the Request for Adverse Action. Following the meeting, the Department Head shall determine whether the proposed adverse action is warranted. The Department Head shall render a decision within five (5) working days of the conclusion of the meeting. The decision shall be sent by certified mail to the address appearing in the records of the Human Resource Management or hand delivered to the House Officer and copied to the Program Director and Academic Dean.
If the House Officer is dissatisfied with the decision reached by the Department Head, the House Officer shall have an opportunity to prepare and present a defense to the deficiencies and/or charges set forth in the Request for Adverse Action at a hearing before an impartial Ad Hoc Committee, which shall be advisory to the Academic Dean. The House Officer shall have five (5) working days after receipt of the Department Headís decision to notify the Academic Dean in writing whether the House Officer would challenge the Request for Adverse Action and desires an Ad Hoc Committee be formed. If the House Officer contends that the proposed adverse action is based, in whole or in part on race, sex (including sexual harassment), religion, national origin, age, Veteran status, and/or disability discrimination, the House Officer shall inform the Academic Dean of that contention. The Academic Dean shall then invoke the proceedings set out in the Section entitled "Sexual Harassment Policy" of this Manual. The hearing for adverse action shall not proceed until an investigation has been conducted pursuant to the Section entitled "Sexual Harassment Policy."
The Ad Hoc Committee shall consist of three (3) full-time clinical faculty members who shall be selected in the following manner:
The House Officer shall notify the Academic Dean of the House Officerís recommended appointee to the Ad Hoc Committee within five (5) working days after the receipt of the decision reached by the Department Head. The Academic Dean shall then notify the Department Head of the House Officerís choice of Committee member. The Department Head shall then have five (5) working days after notification by the Academic Dean to notify the Academic Dean of his recommended appointee to the Committee. The two (2) Committee members selected by the House Officer and the Department Head shall be notified by the Academic Dean to select the third Committee member within five (5) working days of receipt of such notice; thereby the Committee is formed. Once the Committee is formed, the Academic Dean shall forward to the Committee the Notice and shall notify the Committee members that they must select a Committee Chairman and set a hearing date to be held within ten (10) working days of formation of the Committee. A member of the Ad Hoc Committee shall not discuss the pending adverse action with the House Officer or Department Head prior to the hearing. The Academic Dean shall advise each Committee member that he/she does not represent any party to the hearing and that each Committee member shall perform the duties of a Committee member without impartiality or favoritism.
The Chairman of the Committee shall establish a hearing date. The House Officer and Department Head shall be given at least five (5) working days notice of the date, time, and place of the hearing. The Notice may be sent by certified mail to the address appearing in the records of the Human Resource Management or may be hand delivered to the House Officer, Department Head, and Academic Dean. Each party shall provide the Committee Chairman and the other party a witness list, a brief summary of the testimony expected to be given by each witness, and a copy of all documents to be introduced at the hearing at least three (3) working days prior to the hearing.
The hearing shall be conducted as follows:
The Chairman of the Committee shall conduct the hearing. Each party shall have the right to appear, to present a reasonable number of witnesses, to present documentary evidence, and to cross-examine witnesses. The parties may be excluded when the Committee meets in executive session. The House Officer may be accompanied by an attorney as a nonparticipating advisor. Should the House Officer elect to have an attorney present, the Department Head may also be accompanied by an attorney. The attorneys for the parties may confer and advise their clients upon adjournment of the proceedings at reasonable intervals to be determined by the Chairman, but may not question witnesses, introduce evidence, make objections, or present argument during the hearing. However, the right to have an attorney present can be denied, discontinued, altered, or modified if the Committee finds that such is necessary to insure its ability to properly conduct the hearing. Rules of evidence and procedure are not applied strictly, but the Chairman shall exclude irrelevant or unduly repetitious testimony. The Chairman shall rule on all matters related to the conduct of the hearing and may be assisted by University counsel.
The hearing shall be recorded. At the request of the Dean, Academic Dean, or Committee Chairman, the recording of the hearing shall be transcribed in which case the House Officer may receive, upon a written request at his/her cost, a copy of the transcript.
Following the hearing, the Committee shall meet in executive session. During its executive session, the Committee shall determine whether or not the House Officer shall be terminated, or otherwise have adverse actions imposed, along with reasons for its findings; summary of the testimony presented; and any dissenting opinions. In any hearing in which the House Officer has alleged discrimination, the report shall include a description of the evidence presented with regard to this allegation and the conclusions of the Committee regarding the allegations of discrimination. The Academic Dean shall review the Committeeís report and may accept, reject, or modify the Committeeís finding. The Academic Dean shall render a decision within five (5) working days from receipt of the Committeeís report. The decision shall be in writing and sent by certified mail to the House Officer, and a copy shall be sent to the Department Head and Dean.
If the Academic Dean's final decision is to terminate or impose adverse measures and the House Officer is dissatisfied with the decision reached by the Academic Dean, the House Officer may appeal to the Dean, with such appeal limited to alleged violations of procedural due process only. The House Officer shall deliver Notice of Appeal to the Dean within five (5) working days after receipt of the Academic Deanís decision. The Notice of Appeal shall specify the alleged procedural defects on which the appeal is based. The Deanís review shall be limited to whether the House Officer received procedural due process. The Dean shall then either accept, reject, or modify the Academic Deanís decision. The decision of the Dean shall be final.
A House Officer who at any stage of the process fails to file a request for action by the deadline indicates acceptance of the determination at the previous stage.
Any time limit set forth in this procedure may be extended by mutual
written agreement of the parties and, when applicable the consent of the
Chairperson of the Ad Hoc Committee.
The House Officer Program Director, or designee, or the Department
Head or designee shall have the authority to summarily suspend, without
prior notice, all or any portion of the House Officerís appointment
and/or privileges granted by University or any other House Officer training
facility, whenever it is in good faith determined that the continued appointment
of the House Officer places the safety of University or other training
facility patients or personnel in jeopardy or to prevent imminent or further
disruption of University or other House Officer training facility operations.
Within two (2) working days of the imposition of the summary suspension, written reason(s) for the House Officerís summary suspension shall be delivered to the House Officer and the Academic Dean. The House Officer will have five (5) working days upon receipt of the written reasons to present written evidence to the Academic Dean in support of the House Officerís challenge to the summary suspension. A House Officer who fails to submit a written response to the Academic Dean within the five (5) day deadline, waives his/her right to appeal the suspension. The Academic Dean shall accept or reject the summary suspension or impose other adverse action. Should the Academic Dean impose adverse action that could significantly threaten a House Officerís intended career, the House Officer may utilize the due process delineated above.
The Department may retain the services of the House Officer or suspend
the House Officer with pay during the appeal process. Suspension with or
without pay cannot exceed 90 days, except under unusual circumstances.
Grievances other than those departmental actions described above
or discrimination should be directed to the Program Director for review,
investigation, and/or possible resolution. Complaints alleging violations
of the LSUMC EEO policy or sexual harassment policy should be directed
to the appropriate supervisor, Program Director, Director of Human Resource
Management and EEO/ AA Programs, or Ms. Flora McCoy, Labor Relations Manager
(568-8742).
Dr. James Holmes of MCLANO will serve as an impartial, third party
for House Officers who feel their concerns cannot be addressed directly
to their program or institution. Dr. Holmes will work to resolve issues
while protecting resident confidentiality. He can be reached at 568-7549.
Each House Officer Program at the LSU School of Medicine-New Orleans
will be reviewed regularly between accreditation site visits and in accordance
with the ACGME guidelines. The Institutional Graduate Medical Education
Committee (IGMEC) is a standing school committee charged with the oversight
of Graduate Medical Education. Program evaluation is accomplished by a
detailed internal site visit process quite similar to the regular ACGME
site visit.
At the conclusion of the IGMEC review, the committee should make recommendations,
formulate a suggested action plan if necessary, and summarize its findings
for each program reviewed. Minutes and summary reports should be filed
in the GME Office. Serious programmatic problems should be brought to the
attention of the Department Head and the Dean.
Physicians/House Officers may be allowed to rotate on the School
of Medicine clinical services on a case by case basis. Visiting Physicians/House
Officers do not need a valid license to simply observe. However, to participate
in patient care these Visiting Physicians/House Officers must have a valid
Louisiana license. To obtain licensure Visiting Physicians/House Officers
should contact Ms. Merian Glasper at the Louisiana State Board of Medical
Examiners, P. O. Box 30250, New Orleans, LA 70190-0250. A letter must be
submitted by the Program Director to the State Board of Medical Examiners
requesting temporary licensure for the Physician/House Officer as a Visiting
Physician/House Officer. The letter should include the dates of the rotation;
a statement that the sponsoring physician will be responsible for all patient
care; the anticipated responsibilities, of the Visiting Physician/House
Officer; the sites at which the Visiting Physician/House Officer will be
practicing; and verification that the Visiting Physician/House Officer
is the holder of valid licensure in another state.
In order to be covered for malpractice, a letter must be sent to Ron
Gardner, Vice Chancellor of Administrative, Community and Security Affairs,
stating the dates and locations of the Visiting House Officerís
rotation; the anticipated responsibilities of the Visiting House Officer
and the Visiting House Officerís licensure status in Louisiana.
.
House Officers shall comply with the rules, regulations, and bylaws
of the facilities at which House Officers are assigned as part of their
prescribed training in the House Officer Program. House Officers assigned
to facilities outside the state of Louisiana must provide additional professional
liability coverage (other than coverage provided under LSA-R.S. 40:1299.39)
with indemnity limits set by the House Officer Program Director.
Out of state rotations necessary for fulfillment of educational goals
of the House Officer Program may be permitted after being approved by the
appropriate Program Director or Department Head. Except in unusual circumstances
that would require perspective approval by the Academic Dean, use of state
salary lines will not be permissible.
The Louisiana State University Medical Center is committed to providing
equal opportunity to all members of the Medical Center Community. LSUMC
will take reasonable steps to insure that 1) employment decisions are made
so as to further the principles of equal employment opportunity; and 2)
all personnel actions, such as compensation, tenure, benefits, transfers,
layoffs, recall from layoffs, education, tuition assistance, social and
recreation programs are administered without reared to race, color, religion,
sex, age, national origin, or handicap/veteran status.
Implementation, coordination, and monitoring of this policy is the responsibility
of the Department of Human Resource Management. No person who complains
about a violation of this policy shall be subjected to intimidation or
retaliation. Any persons having questions or complaints regarding this
policy should contact the Director of Human Resource Management and EEO
Programs at (504) 568-8742. The matter will be investigated using the same
procedure contained in the sexual harassment policy contained in this Manual.
Louisiana State University Medical Center is committed to providing
a professional work environment that maintains equality, dignity, and respect
for all members of its community. In keeping with this commitment, the
Medical Center prohibits discriminatory practices, including sexual harassment.
Any sexual harassment, whether verbal, physical or environmental, is unacceptable
and will not be tolerated.
Sexual harassment is illegal under federal, state and local laws. It is defined as any unwelcome advance, request for sexual favors, or other verbal or physical conduct of a sexual nature when:
Any House Officer who has a work place sexual harassment complaint
has the right and obligation to bring the problem to LSUMCís attention.
Further, any House Officer who witnesses such conduct or receives a complaint
of such conduct, must report the incident to Human Resource Management
(HRM); the Department Head; Program Director; or other member of the faculty.
A House Officer who believes he/she has been sexually harassed or wishes to report a violation of this policy should immediately report the incident to the labor relations manager of Human resource Management (504/568-8742), Department Head, Program Director, or Academic Dean. Any recipient of such complaint shall notify (HRM).
The Department of Human Resources Management will be responsible for investigating complaints of sexual harassment occurring between House Officers; House Officers and staff members; House Officers and students; and complaints made by House Officers against other third parties. HRM will investigate and/or assist those responsible for investigating complaints made by House Officers against faculty members in accordance with the terms of the faculty handbook.
Actions taken to investigate and resolve sexual harassment complaints shall be conducted confidentially to the extent practicable and appropriate in order to protect the privacy of persons involved. An investigation may include interviews with the parties involved in the incident, and if necessary, with individuals who may have observed the incident or conduct or who have other relevant knowledge. The individuals involved in the complaint will be notified of the results of the investigation.
There will be no discrimination or retaliation against any individual who makes a good-faith sexual harassment complaint, even if the investigation produces insufficient evidence to support the complaint. There will be no discrimination or retaliation against any other individual who participates in the investigation of a sexual harassment complaint. If the investigation substantiates the complaint, appropriate corrective and/or disciplinary action will be swiftly pursued.
If a House Officerís complaint is found to be valid, and the accused harasser is a member of the faculty, staff, or is a student, that complaint will be addressed in accordance with the procedures contained in the applicable faculty handbook; student bulletin; or staff policy.
If a complaint made against a House Officer is found to be valid, the
offender may be directed to appropriate counseling, discipline, or dismissed,
depending on the degree of seriousness of the offense. In the event that
the House Officer involved as the accused disagrees with the conclusions
recommended as a result of the investigation, and such conclusion results
in dismissal, non-renewal, or any adverse action which could significantly
jeopardize a House Officerís intended career development, he/she
may invoke the procedures set out in the Due Process section of this House
Officer Manual. If allegations of harassment or discrimination are first
raised as a part of an appeal by a House Officer, that is, prior to an
investigation of the complaint by Human Resource Management, the Program
Director shall refer the complaint to HRM for investigation in accordance
with this section. No due process hearing shall proceed until an investigation
has been conducted and a report of the investigation has been submitted
to the Program Director.
Louisiana State University Medical Center (LSUMC) is governed by
and complies with the provisions of the Drug Free Workplace Act of 1988.
The applicable provisions are as follows:
The unlawful manufacture, distribution, dispensing, possession and/or use of unlawful drugs at any facility of the Louisiana State University Medical Center is prohibited.
Penalties for violation of this policy could result in written disciplinary action, suspension, demotion, and/or the mandatory requirement of counseling and/ or attendance at a rehabilitation program at the House Officerís expense; immediate dismissal depending on the severity of the circumstances; or criminal prosecution.
Further, all employees are required to notify the Director of Human Resource Management of any drug related criminal conviction which occurs in the workplace within five (5) days following conviction. The Director will notify the Grants Office so that they may comply with the provision for notice to the federal funding agency within ten (10) days. Notice to the federal contractor should include the sanctions imposed on the employee convicted of a drug work-related crime.
Campus Assistance Program (CAP) is available to all House Officers of LSUMC.
Abiding by this policy and any other drug policy established by LSUMC
or other House Officer training facility, regardless of when promulgated,
is a condition of the House Officerís employment with LSUMC.
A physician who works at the LSU School of Medicine New Orleans
is expected to report to work in a fit and safe condition. A House Officer
who is taking prescription medication(s) and /or who has an alcohol, drug
, psychiatric or medical condition(s) that could impair his/her ability
to perform in a safe manner shall contact the Louisiana State Medical Society's
Physicians' Health Program, whose mission is to assist and advocate for
physicians who are impaired or potentially impaired as approved by the
Louisiana State Board of Medical Examiners. If a House Officer knows of
a Physician or colleague who may be impaired or potentially impaired, the
House Officer may report that physician to the Physicians' Health Program.
A House Officer who is reasonably believed to be impaired or potentially impaired, but refuses to avail himself of assistance shall be reported to the Campus Assistance Program (CAP) and / or the Physicians' Health Program for evaluation.
For more information, or to speak with a CAP counselor, please call
this toll free number 1-888-616-6642.
House Officers are granted leave benefits as described in this manual.
Each type of leave will be monitored and granted in accordance with this
policy, the needs of the program, and the provisions of applicable law.
Whether training time missed as a result of extended leave can be made
up by the House Officer is determined by the Department Head and/or Program
Director in accordance with the requirements of the particular program
and the provisions of applicable law.
Each House Officer at post-graduate year I (PGY I) is entitled to
twenty-one (21) days (including weekends) of non-cumulative vacation leave
per year. PGY II residents and above are entitled to twenty-eight (28)
days (including weekends) of non-cumulative vacation leave per year. Vacation
leave normally should be taken during training on the home service, not
during brief rotations to other services. Vacation leave should not ordinarily
be requested before or after scheduled holidays.
Vacation leave must be used during the calendar year. No carry forward
or accumulation of unused vacation leave is permitted. At the end of the
calendar year, any unused vacation leave will be forfeited.
If called to active duty, House Officers are permitted fifteen (15)
days of paid military leave. Additional or other military leave, paid or
unpaid, will be granted in accordance with applicable law.
A leave of absence may be granted subject to Program Director approval
and as may be required by applicable law for illness extending beyond available
sick leave; for academic remediation; to address licensing problems; and/or
for family or personal emergencies. To the extent that such leave exceeds
available vacation and/or sick leave, any leave granted will be without
pay. The House Officer will make arrangements to makeup missed training
with the Program Director in accordance with the requirements of the Board
of the effective specialty.
A House Officer wishing to receive paid paternity leave must utilize
available vacation leave. Under special circumstances and/or as required
by applicable law, extended leave without pay may be granted.
House Officers are permitted five (5) days (including weekends)
of educational leave to attend or present at medical meetings.
All House Officers who have worked for LSUMC for twelve (12) months
and 1,250 hours in the previous twelve (12) months, may be eligible for
up to twelve (12) weeks of unpaid, job-protected leave in each twelve (12)
month period, in accordance with the requirements of the Family Medical
Leave Act of 1993 (FMLA). See the FMLA information attached to this manual
for further details.
House Officers are permitted fourteen (14) days (including weekends)
of paid sick leave per year. Sick leave may not be accumulated or carried
forward into subsequent calendar years and may only be used for the illnesses
or injury of the House Officer. Extended sick leave without pay is allowable,
at the discretion of the Department or as may be required by applicable
law.
Parking is available to House Officers for a nominal annual fee
through the LSUMC University Police (568-4880).
House Officers shall comply with the "dress code" of the Hospital
service to which they are assigned and present at all times an appropriate
and professional appearance.
Training programs have access to the general education resources
of the school. These include: the audio, video, slide, poster, and other
services of the Department of Learning Resources (568-4840); lecture rooms,
conference rooms, and auditorium facilities; and interdepartmental laboratories,
computers, and educational devices. Library facilities of the Medical Center
(568-6100), and individual Departments are available to all House Officers.
House Officers are eligible to enroll in the state employees health
insurance or state managed health care options (HMO's etc) through Employee
Benefits (568-7780), or LSUMC student/resident health insurance (800-285-8133).
If desired, other health insurance may be chosen and must be paid for individually
by the House Officer. House Officer agrees to maintain one of these plans
or another plan with equal or better benefits.
Health requirements for incoming House Officers are PPD skin test
within 6 months prior to start date, rubella immunity proven by titer or
documentation of two injections of MMR; measles immunity proven by titer
or documentation of two injections of MMR; varicella (chickenpox) immunity
proven by titer, varicella vaccine x 2, or by reliable history of past
varicella infection; and proof of Hepatitis B vaccine or proof of antibodies
to Hepatitis B (568-8686).
Availability of housing, meals, lab coats, etc. will vary among
the hospital to which House Officers are assigned. Lab coats will be provided
and laundered for House Officers training at Medical Center of Louisiana,
New Orleans (MCLANO) by MCLANO (568-2133). Meals will be provided for House
Officers while on call in house at MCLANO. Adequate sleeping accommodations
will be provided by MCLANO for House Officers assigned to night call at
MCLANO.
The State of Louisiana provides professional liability coverage
pursuant to LSA-R.S. 40:1299.39 et seq. to House Officers when acting within
the course and scope of their training or staff appointments in and under
the supervision of a state hospital or other health care facility to which
they are assigned as part of their prescribed training, regardless of where
the services are performed. However, House Officers assigned to a health
care facility outside the state of Louisiana may be required to provide
additional professional liability coverage with indemnity limits set by
the House Officer Program Director.
House Officers are not provided professional liability coverage under LSA-R.S. 40:1299.39 et seq. when engaging in professional activities outside the scope of the House Officer Program, unless the professional services are performed at a public charity health care facility.
All professional liability matters should be directed to Ron Gardner,
Vice Chancellor of Administrative, Community and Security Affairs (568-4810).
Professional activity outside of the scope of the House Officer
Program, which includes volunteer work or service in a clinical setting,
or employment that is not required by the House Officer Program (moonlighting)
shall not jeopardize any training program of the University, compromise
the value of the House Officerís education experience or interfere
in any way with the responsibilities, duties and assignments of the House
Officer Program. It is within the sole discretion of each Department Head
and/or Program Director to determine whether outside activities interfere
with the responsibilities, duties and assignments of the House Officer
Program. Before engaging in activity outside the scope of the House Officer
Program, House Officers must receive the written approval of the Department
Head and/or Program Director of the nature, duration and location of the
outside activity.
House Officers while engaged in professional activities outside the scope of the House Officer Program are not provided professional liability coverage under LSA-R.S. 40:1299.39 et seq., unless the professional services are performed at a public charity health care facility. A House Officer providing services outside the scope of the House Officer Program shall warrant to University that the House Officer is and will remain insured during the term of any outside professional activities, either (1) insured against claims of professional liability under one or more policies of insurance with indemnity limits of not less than $500,000 per occurrence and $1,000,000 in the aggregate annually; or (2) duly qualified and enrolled as a health care provider with the Louisiana Patientís Compensation Fund pursuant to the Louisiana Medical Malpractice Act, LSA-R.S. 40:1299.41 et seq. or (3) that the House Officer is provided such coverage by the person or entity who has engaged the House Officer to provide the outside professional services.
House Officers shall not provide outside professional activities to
any other state agency (e.g., Department of Health and Hospitals, Department
of Public Safety and Corrections, Office of Mental Health, etc.) by means
of a contract directly between the House Officer and the other state agency.
Should a House Officer desire to provide outside professional services
to another state agency, the contract must be between the LSU School of
Medicine in New Orleans and the other state agency for the House Officerís
services, and the House Officer will receive additional compensation through
the LSU payroll system. House Officers should speak with the Departmental
Business Administrator of the House Officer Program to arrange such a contract.
Campus Assistance Program (CAP) provides confidential counseling
for all House Officers. CAP also offers a 24 hour crisis intervention line
(1-800-616-6642). Residents should contact CAP for assistance with issues
pertaining to stress management, family/marital problems, substance dependency
problems, or legal matters.
The ACGME does not allow restrictive covenants.
It is expected residents will serve on school and hospital committees
as part of their education. Residents bring special expertise to these
committees and these experiences will prepare residents for their professional
careers. Residents are encouraged to self nominate to committees of interest
by contacting the GME office at 568-8686. Each year the House Staff Organization
will be asked to submit resident nominees for all committees. If the House
Staff Organization is unable to make nominations, the Chief Residents will
be asked to poll their residents for nominees. A partial list of committees
includes: