EM Resident Salary and Benefits
Resident/Fellow Stipend Scale 2013 - 2014*
and Life Offset**)
*The 2013-2014 scale represents an approximate 1.5% increase over 2012-2013 rates.
**Includes $600 per year ($50 per month) offset for disability and life insurance premium offset.
Vacation (Annual Leave)
Residents are given two weeks of paid vacation in their first year and three weeks during their second and third years. Depending on the rotation schedule, residents may receive an additional few days off during either Christmas or New Year's holidays, given approval of the Program Director and Chair, and allowing for coverage for patients.
- Certification: BLS, ACLS, ATLS, PALS, and ABLS paid by institution
- Funding for meals (maximum of $20 per day via a swipe card in the hospital cafeteria)
- Relocation reimbursement up to $500 with original receipts when moving to Chattanooga
- Free covered parking directly attached to hospital
- White, monogrammed coats at no charge
- Free Hepatitis B immunization
- 24-hour access to the Medical Library inside Erlanger
- 24-hour computer access via the Medical Library and call lounges
- 24-hour access to fitness room with workout equipment
- Free photocopies at the Medical Library
- Free local CME conferences sponsored by the University of Tennessee
- Up to $250 reimbursement toward purchase of a PDA, smart phone, or iPad (out of Annual Professional Development funds)
- Free post office box at Erlanger's United States Postal Office
- Free digital, alphanumeric pagers
- Free notary service
- On-site child care available at Erlanger E Kids (on a space-available basis)
- Access to University of Tennessee, Chattanooga's extensive undergraduate recreational, sports, fitness, and library facilities for a nominal fee.
Family and Medical Leave (FML)
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 provisions of the federal Family Medical Leave Act (FMLA). FMLA provides eligible employees up to 12 weeks of protected unpaid leave for the birth or adoption of a child or a serious health condition affecting the employee or his or her spouse, child or parent. Residents are required to use all available sick and annual leave days to be paid during FML leave. (See UT Personnel Policy #HR0338 for details.)
The UT College of Medicine Chattanooga Graduate Medical Education Office recognizes the importance of the early development of a relationship between parent and child and supports the use of time off for resident leave related to the recent birth or adoption of a child. Under Tennessee law, a regular full-time employee who has been employed by the university for at least 12 consecutive months is eligible for up to a maximum of four months leave (paid or unpaid) for pregnancy and adoption. After all available paid sick and annual leave has been taken, unpaid leave may be approved under FML and Tennessee law provisions. The state benefit and FML benefit run concurrently with paid leave or any leave without pay.
With advance notice, the Program Directors may grant unpaid leave after all available paid annual and sick leave has been taken as allowed under the following maternity, parental, or adoptive leaves. A copy of this approval must be sent to the GME Office.
UTHSC Human Resources office has administrative oversight for the FML program. The Program Coordinator or Director should the UTCOM Chattanooga GME Office when it appears a resident may qualify for FML leave. The GME Office will coordinate with UTHSC HR and the Program Director to approve or disapprove a resident's request for FML leave. Resident rights and responsibilities under FMLA can be found on the UTHSC GME website: http://uthsc.edu/GME/pdf/fmlarights.pdf.
The following maternity, parental and adoption leave is available to a resident or fellow who has been employed by the university for less than 12 months and has not yet met eligibility requirements for FML:
- Maternity Leave - All available sick and annual leave days up to the maximum of six (6) paid weeks duration may be used by female house staff members 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 policy after the 90 day waiting period.
- Parental Leave - A parent house staff member other than the birth mother may use paid sick leave to take seven (7) consecutive calendar days to assist with parental duties commencing with the birth of the child. At the Program Director's discretion, additional paid time may be taken using any available annual leave. With prior approval, additional unpaid parental leave may also be granted by the Program Director.
- Adoption Leave - Adoptive parent house staff members may use paid sick leave to take seven (7) consecutive calendar days for leave commencing with the adoption of the child. At the Program Director's discretion, additional paid time may be taken using any 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 birth or adoption in order to ensure adequate coverage in the program. The Program Director and resident must verify whether the length of leave will require extending training in order to meet program or board eligibility criteria.
As employees of the State of Tennessee, residents are protected against suits for malpractice via the Tennessee Claims Commission Act. The State is self-insured so there is no insurance carrier; however, coverage is similar to what would be stated in an insurance policy.
Book Reimbursement and Professional Development
Erlanger Health System will reimburse each resident for annual educational enhancements such as book reimbursements and conference attendance as follows for 2013-2014:
PGY-1 $ 500
PGY-2 $ 750
PGY-3 $ 1,000
Other items which can be reimbursed from this educational enhancement fund include:
- USMLE Step 3 examination
- Membership to ACEP and SAEM
- Electronic medical resource media
- CD-ROM board review courses
- Video course materials
- Hard copy or electronic medical subscriptions
Residents are allowed one week of educational conference leave each year. All travel approval and reimbursement is subject to University of Tennessee policies and procedures.
Residents 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 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 slck Leave will be made by the Program Director in accordance with residency requirements and board certification requirements.
Health and Dental Insurance
Below are the resident portions of the monthly 2013 - 2014 health and dental insurance premiums provided by CIGNA:
Resident and Child(ren)
Resident and Spouse
The annual Individual deductible (calendar year) is $350, and the annual family deductible (for in-network) is $700. The plan pays for 90 percent of charges for covered services from network facilities and providers. Visit the CIGNA website for a list of providers: www.cigna.org and for more details about the policy.
The University provides $1,500 per month of tax-free disability benefits following 90 days of disability. Benefits are payable to age 65. This coverage cannot be cancelled by the insurance company, and premiums are guaranteed level at your current age rates through age 65. Full benefits will be paid even if you collect from Social Security or workers' compensation.
In addition, this policy has a guaranteed issue of up to $4,000 per month for residents who choose additional coverage. You may elect additional coverage at employment or at completion of your residency. For your convenience, the additional coverage at your own expense may be payroll deducted.
To offset the cost of the basic long-term disability coverage ($1500 per month), the University adds $50 each month to the agreed upon stipend scale. Actual premiums depend on the resident's date of birth.
Basic life insurance is also provided for residents in the amount of $100,000, plus and an additional $100,000 Accidental Death and Dismemberment Coverage. The $50 added to the monthly stipend also helps offset the small monthly premium ($ 3.60) for this basic life insurance.
Continuation of Health Insurance via COBRA
A resident may continue his or her existing health insurance policy after either leaving training or taking an unpaid leave of absence for a period of up to 18 months by paying the entire premium (employee and employer portion plus a small fee).