FYI is a publication designed to help you make the most of your employment at Craig Hospital. In a condensed format, FYI outlines some of what you need to know as an employee of Craig Hospital. Specific information on the topics addressed in FYI can be found in greater detail in the Craig Hospital Policy and Procedures Section available on the Intranet.

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fyiJanuary, 2016

Craig Hospital is one of the most recognized facilities in the world for care and rehabilitation of patients with spinal cord or brain injuries.

It is the goal of Craig Hospital to help patients maximize independence and return to productive, positive lives after a disabling brain or spinal cord injury. As an employee of Craig Hospital, you are vital to the achievement of this goal.

°FYI is a publication for the employees of Craig Hospital

Attendance    10             

Breaks      4 

Cafeteria    3 

PTO      5   

Confidentiality   5 

Dress Code    6 

EAP      4 

EEO      2 

EIB      5 

 

Employee Recognition   7 

Employee Wellness Center  7 

Fit for Duty      7 

Grievance      9 

Holidays      3 

Injuries on the Job    7 

Job Postings      10 

Leaves of Absence    8 

Name Badges      3 

 

Overtime    4 

Parking    3 

Pay Days    4 

Rehire                                  10 

Security    9 

Sexual Harassment  9 

Smoking    3 

Transfers    10 

Tuition Assistance  4 

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fyi

Equal Employment Opportunity- EEO Policy It is the policy of Craig Hospital to afford equal opportunity for employment to all

individuals regardless of race, color, religion, sex, sexual orientation, gender

expression, ancestry, national origin, age, genetics (results of genetic testing),

disability or veteran/military status in accordance with applicable federal laws.

We are committed to ensuring that this policy applies to all terms and conditions of

employment, including but not limited to, hiring, promotion, termination, layoff,

recall, transfers, leave of absences, compensation and training opportunities.

IMPORTANT!  

This FYI 2016, replaces and supersedes all previous handbooks and FYI publications of Craig Hospital.  The information contained in this publication is intended as a guideline only and is subject to the sole discretion of Craig Hospital.  Craig Hospital’s policies are all online and supersede anything placed in the FYI.  This information should not be con‐strued as, and does not constitute, a contract guaranteeing employment for any specific 

duration.  Craig Hospital employees are considered employees–at‐will.  Under the employ‐ment‐at‐will relationship, Craig Hospital or the employee is free to terminate the employ‐

ment relationship at any time for any reason.  

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Name Badges Do I really need to wear my badge? YES!

WHY? 1. Because 99% of patients and

families surveyed found them helpful 2. In order to ensure a

safer work environment 3. To provide access to secure areas 4. Can be used to purchase gift

shop or cafeteria items 5. Can be used for access to the parking garage.

SMOKING Smoking is prohibited

within the hospital and on

hospital grounds.

Smoking areas have been designated

outside the building. Smoking on hospital

grounds in non-designated areas is

prohibited.

PARKING °Parking is provided free of charge to all employees of Craig Hospital. °The Craig employee parking garage is located on the Southeast corner of Clarkson and Old Hampden. °All employees will be given a tran-sponder for their vehicle to provide access to the parking garage and will receive a parking sticker that must be displayed on the vehicle’s back window. °We also offer a 50% discount on RTD

passes used to commute to and from Craig Hospital for work.

Holidays

Craig Hospital recognizes the following six

holidays:

*New Year’s Day *Thanksgiving Day

*Labor Day *Memorial Day

*Independence Day *Christmas Day

Holidays that fall on Saturday will be

celebrated on the preceding Friday.

Holidays falling on Sunday will be

celebrated the following Monday.

In the event that you are scheduled to

work on the actual day of a holiday, you

will be paid at 1 1/2 times your regular rate

of pay for that shift, unless exempt.

 

Craig Hospital’s Cafeteria is located on the basement 

level of the West Building.  Bistros are located on the 

3rd and 4th floor in the West Building. 

Daily menus can be found on the intranet. 

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EmployeesarepaideveryotherFriday.PaycheckstubscanbeviewedthroughKronos.TheKronoslinkcanbefoundontheIntranetunderthe“Links”tab.

PAYDAYS

OVERTIMEOnoccasionswhenbusinessneeds

demand,employeesmaybeexpectedto

workovertime.Overtimeispaidattime

andahalf.

BREAKSEmployeesscheduledformorethanivehoursinashiftwillreceiveathirty

minuteuninterruptedmealbreak.Mealbreaksarenotcompensatedandareautomaticallydeductedfromyourtime.Ifyouareunabletotakean

uninterrupted30‐minutemealbreakyoumustreportittoyoursupervisor.Ifworkloadallows,employeesarealso

entitledtoa15minuterestbreakforevery4hoursworked.

TUITION ASSISTANCE

Employees scheduled to work 48

hours or more per pay period and who

have been employed for 12 consecu-

tive months are eligible for assistance

applicable to tuition, books, and

course-related fees for eligible degree

programs.

Employees are eligible for

reimbursement between $3,000 to

$5,000 per calendar year depending

on the degree level.

• Employees must earn a grade of "C"

or better.

If an employee terminates

employment within 12 months of

receiving a tuition reimbursement, they

will be required to pay back these funds.

A Tuition Assistance Request Form

must be submitted to and approved by

your department director and the

Human Resources Department

PRIOR to the start of your classes.

EAP The Employee Assistance Program is a confidential

counseling resource service available to you and your

family. Four visits per incident are provided to each

individual annually free of charge. An informational

brochure on the EAP is available from Human Resources. To schedule an appointment with the EAP,

call: 1-800-873-7138

PTO

Paid Time Off (PTO) is the means by which Craig employees accrue paid time off for vacation, holidays and short term illnesses. To request PTO, you must submit a PTO request online through Kronos. °For the first 2 years, full-time employees accrue 6.7 hours per pay period. ° For years 3 through 10, full-time employees accrue 8.31 hours per pay period. ° For year 11 and above, full-time employees accrue 9.85 hours per pay period . °Part-time employees accrue PTO at a rate proportional to the number of hours worked. °Per Diem employees do not accrue PTO. °A maximum 240 hours can be accrued. Additional hours must be used or sold back, or they will be lost. °PTO hours can be sold back twice per year up to a maximum of 80 hours while maintaining at least 40 hours in your PTO bank. °Time off and PTO is granted at the sole discretion of your department director.

How do I get a

day off? EIB Full-time employees accrue 56 hours each year in an Extended Illness Bank (EIB), which provides paid leave for certain personal medical occurrences. Employees are eligible to use EIB from the first date of absence if the following occurs:

*Employee is regularly- scheduled for 8 hour shifts and misses 4 or more consecutively scheduled

shifts due to their own personal health condition.

*Employee is regularly-scheduled for 10 or 12 hour shifts and misses 3 or more consecutively scheduled shifts due to their own personal health condition.

Leave of absence paperwork will be re-quired to be completed and approved by HR before EIB will be used to compensate the missed time (Please refer to Medical Leave of Absence policy HR 29).

 Part-time employees accrue EIB at a rate proportional to the number of hours worked.

 Per Diem employees do not accrue EIB.  A maximum 480 hours can be accrued.

Confidentiality Remember: All issues pertaining to patients and patient care are strictly

confidential. Any breach of confidentiality will result in disciplinary action up to and including termination. Patient information should only be shared with employees

who have a need to know in order to do their job.

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Name tags must be worn at all mes.

Employees must be well‐groomed and wear clean clothing.

Leggings/jeggings may be worn if covered by a jacket, sweater, or shirt to mid‐thigh or longer.

Skirts and Dresses should be mid‐thigh.

Perfume and cologne should be worn with discre on so as not to be offensive to others.

Fridays will be recognized as casual days, and jeans may be worn in all departments.

Shirts must cover the torso completely and have no inappropriate art or wording.

Pants must completely cover the hips and not expose skin or underwear even when bending

or reaching.

Ta oos must be appropriate in content. Any ta oos on employee's mid‐sec on or chest area

are to be covered completely.

Body Piercings are not to be excessive. Employees providing pa ent care should wear studs.

DRESS CODE: HOSPITAL‐WIDE MINIMUM GUIDELINES

ADDITIONAL DIRECT PATIENT CARE MINIMUM GUIDELINES

Shorts should be at least mid‐thigh in length; no biking shorts.

Shoes must have enclosed toe and enclosed or strapped heel.

Jewelry must be safe and unobtrusive.

Nails must be short and well manicured and ar ficial enhancements are not to be worn.

Shirts and dresses must have sleeves covering underarms and must cover the torso.

Socks must be worn when working without shoes.

No caps or hats are permi ed.

Matching scrub bo oms and tops are only allowed in EVS.

Scratch

n’ Sniff

Don’t Smell Anything? This is exactly what you should

smell like if your position involves direct patient care.

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EmployeeWellnessCenter

The Employee Wellness Center, located in the 

basement level of the West Building, offers low‐

cost fitness center memberships to employees and 

their families.  In addi on to a variety of weight 

and cardiovascular machines, the Wellness Center 

offers aerobic and step classes, as well as a number of recrea onal 

programs.  For more informa on or to obtain a membership, contact 

the Wellness Center at 303‐788‐6837. 

FitforDuty

Anyemployeedisplaying

speci icbehaviorindicating

theuseofdrugsoralcohol

willimmediatelyberelieved

oftheirjobduties.An

evaluation,andpossiblya

drugtest,willthenbe

conducted.Refusaltosubmit

arequestedspecimenwill

resultinimmediate

termination.CraigHospital

hasa“ZeroTolerance”drug

andalcoholpolicy.

InjuriesontheJobAnyemployeeincurringan

injuryorillnessonthejob

thatrequirestreatment

shouldnotifytheir

supervisorandreporttothe

OccupationalHealthServices

Departmentimmediately.

Injuriesmustbereported

within24hourstoavoid

jeopardizingpossible

worker’scompensation

entitlement.

Employee Recognition In appreciation of loyal service and dedication to our mission, Craig Hospital hosts a

variety of events throughout the year for our employees. These events traditionally include an annual awards banquet, a holiday buffet,

giveaways and Hospital Week activities.

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FMLALeaveofAbsenceEligibility:

   *Employed at Craig for at least one year 

    *Worked at least 1,250 hours in 12 months prior to leave 

    *Maximum leave is 12 work‐weeks in a calendar year 

     *Employee is unable to work due to serious health condi on of their    

  own or of a family member 

Family Leave:

•To care for the employee’s spouse, child, parent, service member, or domestic partner as defined by state law, who has a serious health condition •To care for a child of the employee after birth, adoption or foster placement •Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a military member on covered active duty •To care for a covered service member with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the service member

*PTO used until depleted, then Leave Without Pay *Documentation required within 30 days *Job is protected while on a leave *Benefits are unchanged and continue under FMLA

Medical Leave: *Employee cannot work due to their own serious health condition *Pregnancy & birth of a child of the employee *EIB/PTO combination until depleted, then Leave Without Pay *Documentation required within 15 days of LOA request *Job is protected while on a leave *Benefits are unchanged and continue through the end of FMLA

Serious Health Condition:

A serious health condition is an illness, impairment or condition that involves inpatient care or continuing

treatment by a healthcare provider for more than three consecutive days.

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Grievance In the case that you believe any hospital

condition affecting you is inequitable or a hindrance to effective performance, the following

procedures should be used without fear of recrimination or job endangerment for resolution

of such problems. • Meet with immediate supervisor

If problem is not resolved

•Meet with Department Director

If problem is not resolved

•Meet with Human Resources Director and

submit written grievance report to HR Director

•Receive written response from HR Director

If problem is not resolved

•Submit written grievance report to the Vice

President who oversees your department and meet

with Vice President.

•Receive written response from Vice President

If problem is not resolved

•Formation of Grievance Committee

•Review by Committee and find

resolution issued.

EMERGENCY In case of

emergency situa on CALL 9‐911 or Dial 555

 Security See something/someone strange? Call Security at 8080 Need an escort to your car? Call Security at 8080 Security is available 24 hours a 

day for your assistance.   PAGER 303‐206‐2115 

Sexual Harassment

Unwelcome remarks or actions

having sexual connotations or

overtones that interfere with

another person’s ability to

perform his/her job or that

create an unwanted,

intimidating or hostile work

environment will not be

tolerated and will result in

disciplinary actions up to and

including termination. Any

complaints of this nature should

be brought to the immediate

attention of the Human

Resources Director.

Re h i r e E m p l oye e s wh o h ave t e r mi n a t e d t h e i r

e m p l oy m e n t w i t h C r a i g H o s p i t a l a n d a r e r e h i r e d w i t h i n 3 yea r s w i l l m a i n t a i n t h e i r s e n i o r i t y w i th

C r a i g H o s p i t a l .

A endance

In the event you fail to report for work or fail to remain at work as scheduled, your absence will be viewed as an unscheduled occurrence from work. If occurrences equal or exceed the following standards, the indicated ac ons will result. Six tardies in a rolling 12 month period will equal one occurrence. Number of Occurrences: Ac on: Five in a rolling 12-month period Verbal Warning Six in a rolling 12-month period Written Warning Seven in a rolling 12-month period Final Written Warning Eight in a rolling 12-month period Termination One No-Call No-Show in a Final Written Warning rolling 12-month period Two No-Call No-Shows in a Termination rolling 12-month period Two Verbal Warnings in a rolling 12-month period Written Warning Two Written Warnings in a rolling 12-month period Final Written Warning Two Final Written Warnings for attendance within a rolling 12 month

period will result in Termination

Transfers If you become aware of a job within Craig Hospital for which you would like to apply, you are encouraged to express your interest to the director of the department for which the job is being filled. You must have been employed in your cur-rent department and have no disciplinary ac-tion greater than a verbal warning for at least six months before a transfer will be considered. Employees must complete a transfer re-quest form to be consid-ered for a transfer. Because of possible differences in physical requirements, you may be required to take a physical if offered the position.

fyi fyi

Job Postings In order to keep current and prospective employees informed about job opportunities, open positions are posted and updated regularly on the job board outside the Human

Resources Department, on the Craig intranet, and on the Craig Hospital website.

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