蘑菇传媒

This policy provides Medical Center employees with education and information about the Medical Center Compliance Program, certain laws that relate to the submission of claims to Medicare and Medicaid and protections for individuals who report potential billing problems.

This policy provides guidelines and advice to supervisors regarding absenteeism and balancing paid leave protection with the University's right to a reasonable standard of attendance.

Orderly pay and benefits administration as well as compliance with state and federal regulations require that a record of actual hours worked be maintained on a daily basis for all nonexempt (hourly-paid) staff. Accurate records of paid non-work time (with the exception of sick time, unless it is the beginning of a disability) must also be maintained for exempt (salaried) staff.

The responsibility for sharing information must be centralized and controlled to minimize the University鈥檚 risk of liability for release of inappropriate information. All requests for references from sources outside the University pertaining to a current or former employee should be directed to THE WORK NUMBER. Supervisors may provide reference information to internal University sources only.

Each faculty and staff member is expected to promptly notify his or her department head and the Office of Human Resources of changes to name, home address and telephone number. The Office of Human Resources, Administrative Services should be notified of changes in marital status, spouse鈥檚 name, number of dependents and beneficiaries in order to assure proper benefits administration.

Upon request, the University will provide current employees access to their personnel records as maintained in the Office of Human Resources and in the individual鈥檚 employing unit. Review is limited to once a year.

The University is committed to effective records retention to preserve its history, conduct the best business practices, meet legal standards, optimize the use of space, minimize the cost of record retention, and ensure that outdated and unnecessary records are destroyed.

The University is required by law, when served with an income execution, wage assignment, family court support order, or federal tax levy against a faculty or staff member, to make deductions from the individual's wages until the debt has been satisfied, or as otherwise required by the order.