OB/GYN Stipends, Benefits & Leave
Resident Stipend Scale 2013-2014
| Annual Stipend
includes Life and
|| $ 46,850.00
|| $ 3,904.00
|| $ 48,510.00
|| $ 4,042.00
|| $ 50,200.00
|| $ 4,183.00
|| $ 51,860.00
|| $ 4,321.00
Professional Development Reimbursement
The Department allows residents to attend outside conferences deemed appropriate by the Chairman. Our hospital, Erlanger Medical Center, provides annual reimbursement for each resident, including reimbursement for books, journals, etc. Conference attendance must be approved in advance by the Chairman. Reimbursement is in accordance with University of Tennessee and Erlanger Travel Policies and Guidelines with original receipts. Reimbursement rates for 2013-2014 are:
PGY-1 $500 maximum
PGY-2 $750 maximum
PGY-3 $1000 maximum
PGY-4 $1000 maximum
Residents are granted the nine holidays observed by the University if the clinic or rotation observes the holiday:
New Year's Day
Martin Luther King's Birthday
Independence Day (July 4th)
Thanksgiving (2 days)
Each resident is afforded three weeks vacation during the year: one week between July and December, and the other week between January and June, as well as time off during the Christmas-New Year's season. No vacations are granted during June and July. Vacation and conference leave may not be scheduled in consecutive weeks, but may occur within the same month. Two residents on the same rotation may not take vacation during the same week. This same rule applies for conference leave. Attempts will be made to include preceding weekends and following weekends into vacation time.
The American Board of Obstetrics and Gynecology permits a resident to have a maximum of 16 weeks over the four year residency to be eligible to take the written exam. Any additional time would have to be made up to meet this requirement.
Residents may be paid for up to 21 sick days within a year (four weeks and one day); however, these cannot be carried over from year to year. A Program Director may request a physician's statement for periods of sick leave. A resident may not be paid for unused sick leave at the end of the year. The determination as to whether or not the resident will be required to make up time missed due to Sick Leave will be made by the Program Director, in accordance with residency requirements and board certification requirements. For OB/GYN, the American Board of Obstetrics and Gynecolgy (ABOG) has maximum requirement for per year time off as well as total residency time off. Residents should understand that although UT may grant paid and unpaid leave, if the time off exceeds ABOG requirements, that resident would have to extend training per ABOG guidelines. See the ABOG website at www.abog.org.
Parental leave is available to residents for the birth or adoption of a child or foster care placement. For residents who have been employed by the University for less than 12 months, female resident may use all available sick and annual leave (up to a maximum of six paid weeks) for the birth of a child. With prior approval, additional unpaid maternity leave may be granted by the Program Director. Extended leave due to complications may be covered under the resident's disability polity after the 90 day waiting period. A parent other than the birth mother who has been employed by the University for less than 12 months my use paid sick leave to take seven consecutive calendar days to assist with parental duties commencing with the birth of a child. At the Program Director's discretion, additional paid time make be taken using available annual leave. With prior approval, additional unpaid parental leave may also be granted by the Program Director. Adoptive parents who have been employed by the University less than 12 months may use paid sick leave to take seven consecutive calendar days for leave comencing with the adoption of the child. At the Program Director's discretion, additional paid time off may be taken using available annual leave. With prior approval, additional unpaid adoptive leave may also be granted by the Program Director. Except in case of emergency, all leave for birth or adoption of a child should be requested at least three months in advance of the expected date of borth or adoption to ensure adequate coverage in the program. The Program Director and resident must verify whether the length of leavew with require extending training in order to meet program or board eligibility criteria.
Residents who have been employed for at least 12 months and have worked at least 1,250 hours during the previous 12 month period are eligible for qualified family and medical leave under provision os the Federal Medical Leave Act (FMLA). FMLA provides eligible employees up to 12 weeks of protected unpaid leave for birth or adoptio of a child or a serious health condition affecting the employee or his/her spuse, child, or parent. Residents are erquired to use all available sick and annual leave days to be paid during FML leave. With advance notice, the Program Directors may grant unpaid leave after all available paid annual and sick leave have been taken as allowed under the maternity, parental, or adoptive leaves described above. A copy of the approval must be sent to the GME Office. UTHSC Human Resources office has administrative oversight for the FML program. The Residency Coordinator or Program Director should contact the UTCOM Chattanooga GME Office when it appears a resident may qualify for FML. The GME Office will coordinate with UTHSC HR and the Program Director to approve or disapprove a resident's request for FML. Resident rights and responsibilities under FMLA can be found on the UTHSC GME website: http://uthsc.edu/GME/pdf/fmlarights.pdf.
Remember that the Program Director will be responsible for determining whether the time off (in excess of vacation and holidays) would need to be made up at the end of training in accordance with the individual resident's education program and board requirements of that specialty. The make-up time, if required, would be with pay. Copies of the University of Tennessee Leave of Absence Policy dealing with Family and Medical Leave are maintained in the Office of Graduate Medical Education.
Erlanger provides a daily meal allowance up to $20 via a swipe card in the main Erlanger Employee Cafeteria.
Erlanger provides up to $500 in reimbursement to residents moving to Chattanooga to begin their residency. Original receipts must be provided.