Orthopaedic Surgery Trauma Fellowship Benefits & Leave
Regarding benefits and leave for the Orthopaedic Trauma Fellow, the Department of Orthopaedic Surgery, in general, adopts the guidelines of the institutional policy on resident leave with some variation, as below:
Residents/fellows are given two (2) weeks vacation during each PGY year. In addition, the allowed absence during the Christmas / New Year holiday can be up to one (1) week (4 working days).
Vacation requests by residents/fellows should be submitted in a timely fashion. Approval must be given by the program director.
A vacation allowance cannot be caried over into the following year.
Residents/fellows may be paid for up to 21 sick days per 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/fellow may not be paid for unused sick leave at the end of the year. The determination as to whether or not the resident/fellow will be required to make up time missed due to Sick Leave will be made by the Program Director, in accordance with program requirements.
Fellows are given educational leave to attend a course and/or meeting. Travel expenses will be reimbursed up to $1,500 from the Orthopaedic Education and Research Foundation.
In the Department of Orthopaedic Surgery, residents/fellows are granted the following holidays::
New Year's Day
Independence Day (July 4th)
Thanksgiving (two days)
Other holidays are not allowed because of the presence of regular clinical/surgical activity at the Erlanger campus.
Parental and Medical Leave (Family Leave)
Parental leave (maternity and paternity) is available to residents/fellows for the birth or adoption of a child or foster care placement. Annual leave, sick leave, and holidays may be used in order that salary may be continued. Any additional leave requested would be without pay. Residents/fellows are entitled to parental and medical (or ‘family') leave, including time without pay, for up to twelve weeks. The resident must give reasonable notice (30 days when the need for leave is foreseeable). The Residency 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 board certification requirements. The make-up time, if required, would be with pay. Copies of the University of Tennessee Leave of Absence Policy dealing with leave are maintained in the Office of Graduate Medical Education. (The RRC requires a minimum of 46 weeks formal education activity for each PGY year before being promoted to the next level.)
Funeral Leave for Immediate Family
An employee who is absent during his/her regularly scheduled work week due to the death of a spouse, child or step-child, or parent or step-parent, may receive payment for reasonable and customary days absent, not to exceed five (5) regularly scheduled work days for bereavement in conjunction with attending the funeral. An employee who is absent for funeral and bereavement during his/her regularly scheduled work week due to the death of a grandparent, grandchild, parent-in-law, foster parent, brother, sister, brother-in-law, sister-in-law, daughter-in-law, or son-in-law may receive payment for reasonable and customary days absent, not to exceed three (3) regularly scheduled work days.
Pay for each day of funeral and bereavement leave taken will be made at the employee's current rate of pay for a scheduled day's work not to exceed the hours for which the employee is normally scheduled to work, or his/her average hours worked per day (normal work week divided by 5), whichever is greater. Any holidays and days of administrative closing occurring during this time will be counted as part of the Funeral and Bereavement Leave and recorded as Holiday(s) and/or Day(s) of Administrative Closing pay.
An employee may be required to furnish verification of the reason for the absence upon request of his/her Chairman/Program Director and/or the Office of Graduate Medical Education.
The University provides time off without loss of pay for employees who are members of the reserve components of the Armed Forces of the United States or State National Guards (e.g., two week summer camp in the Tennessee National Guard). These University employees will receive normal compensation for a period not to exceed 15 working days in any one calendar year. The resident must coordinate the scheduling of this annual duty with his/her chief resident and Program Director or Chair, and the duty should not be scheduled during a required or critical rotation.
If a University employee is called to active military service for an extended tour of duty, that individual will be placed on military leave on the effective date of the assumption of active military duty and will be returned to the employment of the University at the end of the active duty.
Other Leave of Absence
A resident/fellow may request a Leave of Absence for other, personal reasons. Given approval of the Program Director or Chair, the resident/fellow may utilize any combination of paid time off to continue salary for as long as benefits are available. Leave beyond paid time off will be at no salary. Efforts will be made to hold a position for up to three months, given funding availability from the primary source. Once the resident/fellow returns from leave, the Program Director will determine the amount of time which will need to be added at the end of training and any changes, if necessary, to promotion schedules, in accordance with the program requirements and board certification requirements. Any time added to the training will be with pay.