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Human Resources worked with BWHers from across the hospital during the last year to update existing HR policies, create new policies and make them easier to obtain, read and understand.
“We launched this project to make our policies work better for our people. That’s why we sought feedback from leaders in all different departments and roles,” said Lisa Ponton, JD, vice president of HR.
Leo Buckley, Jr., director of Business Services for Patient Care Services, participated on the policy committee to represent his department. “This was an opportunity to develop and implement consistent policies,” he said. “Our interdisciplinary team worked diligently to develop clear policies while ensuring a fair implementation for all employees throughout the hospital.”
The most substantial changes are in the attendance, problem resolution, corrective action, reduction in force and leave policies. Employees will be able to go online, look up a policy and find an executive summary at the top of the policy outlining the important points. Each policy also will include a Q&A. HR is working with Interpreter Services to translate every policy into Spanish as well.
“These policies enable the hospital to put staff in the best position to deliver excellent patient care consistently,” said Frank Lenior, director of HR.
The new and updated policies are effective Sept. 1. Policies that have been updated include:
• Problem Resolution. HR will select the five (5) members of a problem resolution board and the employee will choose three (3) from the five (5) selected members. Panel members are trained in problem resolution and nominated by their vice presidents to sit on the board.
• Attendance. The new policy clarifies the definition of “tardy” and states that an employee with more than three absences in ”rolling” 90 days is subject to corrective action. This does not include scheduled absences when an employee is approved and scheduled to be away from work.
• Leave Policy. The new policy combines policies on different types of leaves and provides clear definitions.
• Corrective Action. When discipline is warranted, employees will receive one written warning before the final warning (the written counseling step has been removed).
The policies are available on the Internet at www.brighamandwomens.org/HumanResources/policies_procedures.aspx
Lisa Ponton thanks the following members of the committee that worked on policy updates.
Linda Arslanian, Rehabilitation Services Leo Buckley, Patient Care Services Linda Byron, Pulmonary Division Daria Christensen, Department of Surgery Thomas Cooley, Pharmacy Services Claire Fitzgerald-O’Shea, Operating Room Dorothy Goulart, Center for Clinical Excellence Bea Harris-Lane, Central Transport Services Debra Leven, Hospital Administration Margaret Lobo, Pathology Timothy Lynch, Neurology/BWPO Wanda McClain, Office of the President David McCready, Department of Medicine Jennifer Nadelson, Administrative Services Beth Scanlan, Ambulatory and Community Health Services Dinah Vaprin, Public Affairs