DAY ONE OF NEW EMPLOYEE ORIENTATION 8:00 AM Sign-in, ID ...

DAY ONE OF NEW EMPLOYEE ORIENTATION
8:00 AM Sign-in, ID Badges and Parking, Breakfast April Mize, HRD Consultant
8:15 AM Introductions and Housekeeping
8:45 AM Corporate Compliance Presentation Salena Stalker, Corporate Compliance
9:30 AM HIPAA Presentation Kathleen Street, HIPAA Privacy Officer
Pam Atkins, HIPAA Security Officer
10:15 AM Risk Management Kathleen Street, HIPAA Privacy Officer
10:30 AM Employee Health Presentation Debra Mitchell, BSN, RN
10:40 AM Break to discuss appointments with Debra
10:50 AM Employee Wellness Benefits Kenyatta Stroud, BSN, RN
11:00 AM Benefits (first session – medical) Cindy Connell, HRIS/Benefits/Comp
11:45 AM Lunch
12:15 PM Foundation Andrea Martin, Director of Development
12:20 PM Overview of Employee Handbook / Completion April Mize, HRD Consultant
of Tax papers and I-9 Forms
1:30 PM Customer Service at CHS
2:00 PM Fire/Safety and Security Presentation Michael McCall, Security Manager
2:45 PM ID Badges-Ground floor of Park Place Parking Deck
Employee Health Nurse – 4 th Floor of Bradley Lecture Center
Health Screenings – 4 th Floor of Bradley Lecture Center

HOSPITAL ORIENTATION DAY 2
AGENDA
WELCOME TO THE CLINICAL PORTION OF HOSPITAL ORIENTATION
TIME TOPIC SPEAKER
8:00 TIME CLOCK PROCEDURE / CHEX April Mize
8:30 PERFORMANCE IMPROVEMENT Khisha Waldrop, PI & Accreditation
8:55 JUST-IN-TIME COACH/CLEAN HANDS CLUB Katie Stockton, Risk Management
9:05 INFECTION CONTROL Brenda Vason, RN, BSN, CIC
10:15 BREAK
10:25 NURSING EDUCATION ORIENTATION Charlie Gooch, RN, CPN
10:30 EMOTIONAL WELLNESS Lou Lacey, LPC
10:45 BENEFITS - SECOND SESSION Stephanie Tsimpide, Benefits Specialist
11:30 LUNCH
12:00 BASIC GROWTH AND DEVELOPMENT Joy Hardy, Child Life
1:00 RESTRAINT & SECLUSION Charlie Gooch, RN, CPN
3:00 CPR Charlie Gooch, RN, CPN
5:30 Dismiss
RNs and LPNs in off-site practices only
1:00 - Report back to your practice unless CPR is needed
Everyone is expected to be present until 11:30 AM.
Your attendance to the below sessions are determined by your
Department as noted below:
Basic Growth and Development:
Restraints:
CPR:
Nursing Service Nursing Service Nursing Service
Pharmacy Pharmacy Pharmacy
Pediatric Imaging Pediatric Imaging Pediatric Imaging
OR / PACU / ODAC ODAC OR / PACU / ODAC
CTD CTD CTD
PT / OT PT / OT PT / OT
Hearing and Speech Hearing and Speech Hearing and Speech
Clinical Nutrition Respiratory Therapy Clinical Nutrition
Respiratory Therapy Specialty Care Services Respiratory Therapy
Specialty Care Services Security Specialty Care Services
Security After Hours Security
Offsite practice clinical staff (non-RN or LPN)
Offsite practice RNs and LPNs
Food Service (Sr. Aides & Supervisors)
Lab
Lab
After Hours
After Hours
Access Center
RNs & LPNs in Nursing Service and Specialty Care Services only (not off-site practices)
Nursing Orientation - 8:00 am - 4:30 pm, Wednesday through Friday
Please report to the Nursing Education & Research Department
Suite 410 - Children's Harbor Building (behind Bradley Lecture Hall)

Contact Sheet for New Employees
Department / Person Phone Location
Emergency 939-9288
Switchboard 939-9100
Human Resources 939-5190 2101 Magnolia Ave, 2 nd Floor
• Stephanie Tsimpides – Benefits
939-9864 2101 Magnolia Ave, 2 nd Floor
Communications Specialist
• Teet Gober – Benefits Specialist
939-9187 2101 Magnolia Ave, 2 nd Floor
Health Insurance, Life Insurance, Tuition
Reimbursement
• Cindy Connell – Benefits/HRIS/Compensation 939-5858 2101 Magnolia Ave, 2 nd Floor
401K, Adoption Assistance, Life Insurance
Claims, Fidelity and Financial Finesse
workshops
• Debra Mitchell – Employee Health/Workers’ 558-2928 Park Place I, 2 nd floor
Comp
• Kenyatta Stroud – Employee Wellness 939-5171 Park Place I, 2 nd floor
• Mercedes Hawkins – Extended Illness (EIB) 939-5829 2101 Magnolia Ave, 2 nd Floor
• Hartford Group – Medical Leave/FMLA
• Lou Lacy – Director, Emotional Wellness 558-2482 Park Place I, Suite 210
• April Mize – Training and Development 939-5196 2101 Magnolia Ave, 2 nd Floor
• Michelle Galipeau – Employee Relations 939-6657 2101 Magnolia Ave, 2 nd Floor
Director
Corporate Compliance Hotline 939-6851
• Kathleen Street – HIPAA Privacy Officer 939-5959 Hospital, 1 st Floor, Physicians
Resource Center
• Pam Atkins – HIPAA Security Officer 939-6556 Park Place II, 2 nd Floor
• Peggy Panos – Corporate Compliance Officer 939-9524 The Plaza Bldg, 2112 11 th Ave. S
• Andrea Martin – Director of Development 939-9017 The Plaza Bldg, 2112 11 th Ave. S
Security 939-9682 Entrance to Park Place Parking Deck
• Parking 939-9091 Entrance to Park Place Parking Deck
Payroll 939-9870 The Plaza Bldg, 2112 11 th Ave. S
Risk Management 939-9877 Hospital, 1 st Floor, Physicians
Resource Center
Performance Improvement 939-6716 Children’s Harbor, 4 th Floor
Infection Control 939-9265 Park Place, 4 th floor
Corporate Communications 939-6660 The Plaza Bldg, 2112 11 th Ave. S
• Kathy Bowers – Media Relations 939-9002 The Plaza Bldg, 2112 11 th Ave. S
Nursing Education 939-9128 Children’s Harbor, 4 th Floor
CHECK Center (Comprehensive Health Education
Hospital, 1 st Floor
Center for Kids)
Information Systems Customer Support Desk 939-6568 Park Place II
Near and Dear Childcare 939-5983 Children’s Harbor, 2 nd Floor
Volunteer Services 939-9696 The Plaza Bldg, 2112 11 th Ave. S
Patient Relations 939-9191 Hospital, 1 st Floor
• Dial 8 to get an outside line.
• When dialing on campus, you may dial only the last 4 digits.

Betty Klie
HR Consultant
939-6640
Clinics
Adolescent Park Place
Angie Saia
HR Consultant
939-5197
Nursings Services
4 East
Paula Preston
HR Consultant
558-2950
Surgical Services
Anesthesia/APASS
Lindsey Skelton
HR Consultant
939-5192
Laboratory Services
ACC Lab
After Hours
Ambulatory Care
Children's Behavioral Health-
Shades Creek Only
Dental Clinic
Endrocrinology
ENT
ENT-South
General Surgery/Plastics Clinic
GI/Infectious Disease
Hematology/Oncology
Infusion Park Place
Nephrology
Neurology/Infusion
Neurology/Urology
Orthopedic Clinic
Pediatric Pathology
Pulmonary/Allergy
Renal Dialysis
Rehab Medicine
Rheumatology/Immu/Allergy
4 Southeast
4 Tower
4 West
5 East
5 Northwest
5 Southeast
5 Tower
5 West
6 Northwest
7 Northwest
Burn
Case Management
C.H.E.C.K.
ECMO
Emergency Department
Floatpool
Medicaid Screening
N.E.R.D.
NICU
Nursing Administration
Children's South-Outpatient
Surgery
One Day Surgery
Operating Room
PACU
Sterile Processing
Clinical Nutrition
Early Intervention
Lactation
Pharmacy
PT/OT
Social Services
Volunteer Services
Elizabeth Baker
HR Consultant
939-6089
Administration
Amelia Center
Child Safety Institute
Children's Harbor
EEG
Laboratory
Park Place North Lab
PSG
Respiratory Care
Sleep Lab
Accounting
Finance
Internal Audit
Medical Staff Services
Patient Relations
Performance Improvement
Risk Management
Access Center
Central Distribution
Infection Control
Information Systems
Speciality General-CS
PICU
CHIPS
Transplant Services
Sports Medicine
Pre-Admit Screening
SCU
Community
Development/Foundation
Child Life/Sunshine School
Berthetta Wilson
HR Consultant
Practices
SCTU
Corporate Communications
and Marketing
939-5194
Dr. Soares'
Greenvale-Brook Highland
Greenvale-Hoover
Greenvale-Alabaster
Mayfair
Midtown
Over The Mountain
Pediatrics East-Deerfoot
Pediatrics East-Roebuck
Pediatric ENT
Pediatrics West
Pell City
Physcians to Childrens
Vestavia
Transport
Trauma
Utilization Review
Family Services
Human Resources
Near and Dear
Pastoral Care
Pediatric Imaging
Security
Telecommunications/PBX
Telephone Triage
Customer Service
Biomedical
Engineering
Bradley Center
Central Transporation
Children's Hear Center
Customer Service-South
EVS/Housekeeping
EVS/Transportation
Food Services
Facilities Development
Hearing and Speech
Hearing and Speech-CS
Maintenance/Engineering
Materials Management
Medical Records
©Children’s of Alabama 2012

Table of Contents

CHILDREN’S OF ALABAMA BENEFIT MANUAL
TABLE OF CONTENTS
SECTION 1
Welcome ......................................................................................................1.1
Mission/Vision/Values ............................................................................... 1.2
Use of the Manual ...................................................................................... 1.3
Equal Employment Opportunity Policy Statement ................................... 1.5
No Harassment Policy ............................................................................... 1.6
No Discrimination Policy ........................................................................... 1.9
No Retaliation Policy .................................................................................. 1.11
Infraction of Health System Rules ............................................................. 1.13
Family Medical Leave ............................................................................... 1.16
Employment ................................................................................................1.19
Pay Procedures ............................................................................................ 1.21
General Information ....................................................................................1.22
SECTION 2
Incident Reporting ..................................................................................... 2.2
Safe Medical Device Act ........................................................................... 2.2
Product Recalls ........................................................................................... 2.2
Medical Gas Shut-off Valves ..................................................................... 2.4
Electrical Safety ..........................................................................................2.4
Emergency Numbers and Code Words ...................................................... 2.5
Personal Protective Equipment .................................................................. 2.7
Hazardous Chemicals ................................................................................. 2.7
Material Safety Data Sheets (MSDS) ........................................................ 2.8
Fire Safety .................................................................................................. 2.12
Security Facts .............................................................................................. 2.13
©Children’s of Alabama 2012
TOC1

SECTION 3
Welcome ..................................................................................................... 3.1
Irrevocable Elections .................................................................................. 3.2
Employee Online Service Center ............................................................... 3.3
Benefit Election Form ................................................................................ 3.4
Affidavit of Spousal Health Care Coverage .............................................. 3.5
Group Life Enrollment Form ...................................................................... 3.6
Time Off Plan ............................................................................................. 3.7
Flexible Spending Accounts........................................................................... 3.13
Health Savings Account.............................................................................. 3.17
BCBS Consumer Driven Plan Preventive Care Chart ................................ 3.19
Teladoc........................................................................................................ 3.20
Employee Assistance Program ................................................................... 3.22
Diabetes Care Awards Program ................................................................. 3.2
SECTION 4
Pay Date ...................................................................................................... 4.1
Introduction to Time Clock Function ......................................................... 4.2
Diversity...................................................................................................... 4.5
Child Abuse Red Flags ............................................................................... 4.6
Patient/Parent Bill of Rights and Responsibilities ...................................... 4.7
Addressing Ethical Issues ........................................................................... 4.16
Guidelines for Completing Quality Assurance Reports ............................. 4.17
SECTION 5
Basic Life Support Recretification.............................................................. 5.1
Department Location .................................................................................. 5.2
Advance Directives Policy ......................................................................... 5.3
CHEX Instructions...................................................................................... 5.8
©Children’s of Alabama 2012
TOC2

FORMS
Employee Health Form
Payroll Deduction Authorization Form
I-9, Employment Eligibility Verifications
Federal Form W-4
State Form A-4
W-2 Electronically
Authorization For Automatic Payroll Deposits
Receipt of Employee Orientation Manual
Customer Service Standards
Orientation Checklist
Confidentiality Statement
Voluntary Affirmative Action Information
NEW EMPLOYEE ORIENTATION FEEDBACK FORMS
Corporate Compliance Feedback Form
HIPAA Feedback Form
Health / Dental / Vision Presentation
Tax Papers / Forms Preparation Feedback Form
Risk Management Presentation Feedback Form
Security Presentation Feedback Form
Patient Safety / Performance Improvement Presentation Feedback Form
Benefits Presentation Feedback Form
Basic Growth and Development
©Children’s of Alabama 2012
TOC3

Section 1

Welcome to Children’s of Alabama
where “Children are the center of our lives.”
Dear Children’s of Alabama Employee:
As you are aware, these are interesting times in the health care industry. The challenges of an
increasingly competitive marketplace make every job, and every employee, in Children's all
the more important. Today, when providing cost-effective care is so critical, we must be careful
stewards of all our resources. You are here because you are an important member of a team of good
people standing watch over the health of children every moment of every day.
During your orientation, you will hear about our mission and your role in helping us meet the needs
of the children and families we are privileged to serve. You also will learn how your particular job in
your department fits in to this seamless system of health care we endeavor to provide for every child.
As you begin your work here, listen closely to what your family, friends and neighbors have to say.
You may be surprised by the number of people you know who have had some experience with our
hospital or health system -- as a parent, a grandparent or maybe even as a former patient. You also
will have contact with families of our current patients. No matter what your job, you will likely have
the opportunity to ease the stress of a child, a parent or some other family member. Interactions like
these are very important to our mission, and we have a reputation for having excellent “guest
relations.”
We hope you will take pride in your new role and responsibility with Children’s of Alabama.
Welcome once again to this wonderful organization with its rich history of service to children. With
your help, our hospital and health system will continue to set the standard for pediatric health care
for years to come.
©Children’s of Alabama 2012
1.1

CHILDREN’S OF ALABAMA MISSION/VISION/VALUES
The mission of Children’s of Alabama is to provide the finest pediatric health services
to all children in an environment that fosters excellence in research and medical
education. Children’s of Alabama will be an advocate for all children and work to
educate the public about issues affecting children's health and well-being.
The vision of Children’s of Alabama is a better childhood for all children. We envision
childhood where all children have access to healthcare, live in safe neighborhoods,
grow up in economically-stable families, and attend functional schools within
communities that value each child as a unique human being.
Children’s of Alabama values trust, innovation, teamwork, commitment to children,
and compassion for employees, patients and families.
Quality improvement at Children’s of Alabama is the continual, systematic search
for opportunities to improve. We strive for an environment of cooperation to achieve
improved patient outcomes and satisfied customers.
©Children’s of Alabama 2012
1.2

USE OF THE MANUAL
OVERVIEW
This manual is designed to provide you with an overview of the policies and procedures of Children’s of
Alabama (also referred to throughout as Children’s of Alabama) and is not considered to be an employment
contract. While the manual does provide you with important, general information it does not cover all
aspects of your employment with Children’s of Alabama. You are responsible for familiarizing yourself
with both the contents of this booklet and the Children’s of Alabama Policy and Procedures Manual.
Manuals are maintained in each department for your easy reference. The official policy manual is
maintained by the Human Resources Department and is available for your review during normal office
hours or by appointment after hours. In the event of a conflict between this manual and the official policy,
the policy will govern. Children’s of Alabama reserves the right to revise, add or delete policies at its
discretion without notice.
HANDBOOK - NOT A CONTRACT
As questions arise, we encourage you to seek answers from your supervisor or a member of the
Department of Human Resources. We welcome the opportunity to talk with you about your job or the
policies of Children’s of Alabama!
Neither this handbook nor any of the Children’s of Alabama's policies or statements of benefits are
intended to be, nor should they be construed to be, an employment contract between you and Children’s
of Alabama or its affiliates. Employment with Children’s of Alabama is at will. "At will" allows both
Children’s of Alabama and you, the employee, to end the employment relationship at any time for any
reason or for no reason.
MANAGEMENT RIGHTS
From time to time, Children’s of Alabama, like any large organization, has to make operational decisions to
meet the demands of the changing business market. Children’s of Alabama management may exercise its
discretion and right to make business decisions in the best interest of the organization. This would include,
but not be limited to, the discretion to supervise, hire, promote, reassign, suspend, dismiss and discipline
employees; to determine the size and composition of the work force; to establish, change and/or abolish
policies, procedures, rules and regulations; to determine and modify job duties and job classifications, to
assign work to employees based on the needs and requirements of the organization and to subcontract all
or any portion of work outside of Children’s of Alabama.
HISTORY
Children’s of Alabama has grown from a 21-room cottage on Birmingham's Southside to an integrated
health care network that includes a Hospital complex licensed for 275 beds, and other health care facilities
located throughout our state staffed with pediatricians, pediatric subspecialists, nurse managers and health
care educators. We have over 3,500 employees serving in various communities and neighborhoods. Since
its beginnings in 1911, Children’s of Alabama has been the only healthcare network in Alabama,
Mississippi and the Florida panhandle solely dedicated to the needs of children and young people. Today,
Children’s of Alabama provides inpatient and specialty clinic care to children from around the world.
Children’s of Alabama is an independent, not-for-profit health system governed by a volunteer Board of
Trustees. Our medical staff includes approximately 560 physicians and dentists who administer care
©Children’s of Alabama 2012
1.3

that totals over 600,000 inpatient and outpatient visits annually. We also provide the facilities for teaching
and research for the Department of Pediatrics of the School of Medicine, University of Alabama at
Birmingham.
The Children's Hospital complex, located in south central Birmingham, is adjacent to the medical facilities
of the University of Alabama at Birmingham and provides a wide range of patient services, health,
education and research activities which have led it to become one of the nation's major pediatric centers.
HUMAN RESOURCES DEPARTMENT
The Human Resources staff members are available to assist you with questions you may have regarding
your employment at Children’s of Alabama. We are open Monday through Friday from 8:00 a.m. to 4:30
p.m. Meeting times outside these regular office hours can be arranged by calling ahead to make an
appointment. If you want to meet with a member of the Human Resources staff, please call us at 939-
5190.
"HARASSMENT" & "SEXUAL HARASSMENT" WILL NOT BE TOLERATED
Children’s of Alabama is committed to maintaining an environment free from any form of harassment.
This would include harassing behavior directed towards or initiated by any employee (i.e. supervisory or
non-supervisory) or non-employee based on race, sex, religion, color, national origin, age, disability or
any other factor protected by law.
Children’s of Alabama's policy is to protect all members of our community and work team from sexual
harassment. As a result, the responsibility for reporting incidents of sexual harassment also must rest
with all members of our work team. Any employee who has knowledge of sexual harassment is
required to report it to the appropriate supervisor or department manager. If the employee is
uncomfortable discussing the matter with these individuals, the employee may contact the Children’s of
Alabama Employee Relations Manager at 939-6657. Complaints shall be dealt with and appropriate
action taken. Harassment will not be tolerated.
©Children’s of Alabama 2012
1.4

EQUAL EMPLOYMENT OPPORTUNITY
POLICY STATEMENT
It is the policy of Children’s of Alabama to pledge its full support to equal employment opportunity
for all persons, regardless of race, color, religion, sex, national origin, physical handicap, medical
condition, age, status as a disabled veteran or veteran of the Vietnam Era with respect to recruitment,
hiring, training, promotion and other terms and conditions of employment, provided the individual is
qualified to perform the work available. An executive of the Hospital, Doug Dean, has been
designated to administer the Children’s affirmative action program and will monitor that program and
make reports on a periodic and continuing basis to senior management.
Accordingly, all employment decisions shall be consistent with the principles of equal employment
opportunity (EEO). All promotion decisions shall be consistent with the principles of EEO, and only
valid qualifications will be required for promotion.
All other personnel actions or programs such as compensation, benefits, transfers, layoffs, recalls’
company sponsored training, education, tuition assistance and social and recreational programs
will be administered in a non-discriminatory manner with respect to minorities, women, disabled persons,
veterans of the Vietnam Era and disabled veterans provided the individual is qualified to perform the work
available.
Pursuant thereto, this policy establishes -- effective immediately and in compliance with regulations
provided by the Secretary of Labor in 41 C.F.R. Chapter 60 -- an affirmative action program
composed of specific steps that will be undertaken in order to implement this policy. The Affirmative
Action Plan is available for inspection by applicants and employees in the Human Resources Department
between the hours of 9:00 a.m. and 3:00 p.m. Monday through Friday.
©Children’s of Alabama 2012
1.5

NO HARASSMENT POLICY
Human Resource Policy A-01
Reissue Date: November 3, 2008
Children’s of Alabama does not authorize and will not tolerate any form of harassment of any employee or
by any employee (i.e., supervisory or non-supervisory) or non-employee based on race, sex, religion, color,
national origin, age, disability, citizenship or veteran status or any other factor protected by law.
The term “harassment” includes, but is not limited to, offensive language, jokes, or other verbal, graphic,
electronic or physical conduct, or intimidating, threatening or offensive behaviors relating to an employee’s
race, sex, religion, color, national origin, age, disability, citizenship or veteran status or other factor
protected by Children’s of Alabama’s EEO policy and law which would make the reasonable person
experiencing such harassment uncomfortable in the work environment or which could interfere with the
person’s job performance.
This policy applies to each and every employee at Children’s of Alabama, both management and nonmanagement.
It is Company policy that all employees have a right to work in an environment free of
discrimination, which encompasses freedom from any form of harassment. This includes the behavior of
peers, superiors, subordinates, customers and visitors to the premises. Such conduct by an employee may
result in disciplinary action up to an including termination.
Sexual Harassment
Although it is not the only type prohibited, one form of prohibited harassment is sexual harassment.
Specifically, no supervisor may threaten or insinuate, either explicitly or implicitly, that an employee’s
submission to or rejection of sexual advances will in any way influence any personnel decision regarding
that employee’s employment, evaluation, wages, advancement, assigned duties, work hours, or any other
condition of employment or career development.
Sexual harassment may be overt or subtle. Some behavior which is appropriate in a social setting may not
be appropriate in the work place. Sexual harassment does not refer to behavior or occasional compliments
of a socially acceptable nature. It refers to behavior that is unwelcome, offensive, and affects an
individual’s employment or work conditions.
Some examples of conduct that may constitute sexual harassment include: (a) making unwelcome sexual
flirtations, advances, requests for sexual favors, or other verbal, visual or physical conduct of a sexual
nature a condition of employment; or (b) creating an intimidating, hostile or offensive working
environment by such conduct as:
(1) sexual innuendo or sexually suggestive comments – including but not limited to – sexually oriented
“kidding,” “teasing,” or “practical jokes;” jokes about gender specific traits, foul or obscene language
or gestures.
(2) subtle or direct pressure or request for sexual activities;
(3) unnecessary touching of an individual, such as pinching, patting or brushing up against another’s body;
(4) graphic comments about an individual’s body or appearance;
©Children’s of Alabama 2012
1.6

(5) sexually degrading words used to describe an individual;
(6) the reading or displaying in the workplace of sexually suggestive or revealing words, objects, images
or pictures;
(7) sexually explicitly or offensive jokes;
(8) physical assault; or
(9) other explicit or implied conduct of a sexual nature which relates to or affects an individual’s
employment.
No employee, supervisor, manager or other person, whether employed by Children’s of Alabama, or not,
shall threaten or suggest that an employee’s refusal to submit to sexual harassment will adversely affect
that person’s employment, work status, evaluation, wages, advancement, assigned duties, hours of work
or any other terms or conditions of employment. Similarly, no employee - regardless of job title - shall
promise, imply or grant any preferential treatment in return for another employee’s acceptance of conduct
which is sexual harassing.
OTHER HARASSMENT
Statements, behaviors or the display or use of words, objects, images or pictures that others could interpret
as being insulting or derogatory as well as slurs toward persons based upon their race, color, national origin,
religion, sex, age, disability, citizenship or veteran status or any other factor protected by law are prohibited
by this policy. Also prohibited are statements or actions that are threatening, intimidating, vulgar, or hostile.
Such conduct may make a reasonable person uncomfortable in the work environment or could interfere
with an employee’s ability to perform his or her job, regardless of whether the actions are from a fellow
employee, supervisor, customer or visitor.
Comments or actions of this type, even if intended as a joking matter among friends, are always
inappropriate in the work place and will not be tolerated. The conduct forbidden by this policy specifically
includes; but is not limited to:
epithets, slurs, negative stereotyping, kidding, teasing, joking, or intimidating acts that are based on a
person’s protected status, and
written or graphic materials circulated within the workplace that shows hostility or ar degrading toward a
person or a group because of that person’s protected status or characteristic(s).
No supervisor or manager should participate in such behavior and must take immediate action to stop
those who are known to be or suspected of being involved in such conduct. The supervisor must also
contact and report the information to one of the individuals whose job title is listed on page 3 of this
policy.
HOW TO REPORT AN INSTANCE OF HARASSMENT
An employee who has a complaint or concern relating to any form of harassment, abusive, taunting or
demeaning behavior, including concerns about such conduct from non-employees, should immediately
report the conduct to his or her supervisor or other management personnel. If the employee is
©Children’s of Alabama 2012
1.7

uncomfortable making the report to his or her immediate supervisor or another manager for any reason, the
report should be made to the Director of Employee Relations, or the department’s HR Consultant. An
employee should report the behavior or concern even if the behavior complained if is not directed towards
the employee who reports it.
HOW WILL CHILDREN’S OF ALABAMA INVESTIGATE COMPLAINTS
Children’s of Alabama takes it prohibition against harassment very seriously. Complaints of
discrimination or harassment will be promptly investigated by Children’s of Alabama. The investigation
will be conducted as impartially and confidentially as possible. However, although each investigation will
be tailored specific to the particular alleged facts, such an investigation will oftentimes include (A)
interviews with the complaining employee, the subject of the complaint, and other who may have
knowledge of the situation; and (B) review of relevant files and other tangible evidence. The investigator
will reasonably attempt to rationally and objectively resolve any questions of credibility between the
complaining party and the accused. Individuals who make false statements during the course of an
investigation may be subject to discipline, which may include discharge. All employees are expected to
cooperate fully with such investigation. Failure to cooperate fully may lead to discipline, which may
include discharge.
At the conclusion of the investigation, Company officials will advise the complaining employee of the
results of the investigation and any disciplinary actions to be taken, if any.
If it is determined that a complaint is valid, Children’s of Alabama will take appropriate disciplinary
action against the offender based on the severity of the harassment and the individual’s employment
history. Disciplinary action may include a written warning, suspension, demotion, termination of
employment, and/or other measures pursuant to Children’s of Alabama’s disciplinary policies. In the
case of non-employees such as customers or suppliers who violate this policy, they will be warned that
their conduct violates Children’s of Alabama policy and potentially will be asked to leave the premises
and not return and their conduct will be reported to whomever else Children’s of Alabama determines
has a need to know.
YOUR COMMITMENT TO AN EFFECTIVE NO HARASSMENT POLICY
For Children’s of Alabama policy against harassment to be fully effective, it is essential that each
employee comply with this policy and take affirmative measures to assist management in maintaining a
work environment free of harassment. You can do so by doing the following:
Report any violations; and cooperate with any investigation by providing complete and truthful responses
to questions.
Children’s of Alabama takes very seriously it prohibition against harassment. It is also a violation of
policy for anyone to retaliate, threaten or seek any type of reprisal against an individual acting in good
faith who reports harassment or who participates or cooperates in an investigation regarding harassment. If
an employee believes that reprisal, intimidation or retaliation has occurred, it should immediately be
reported to one of the individuals whose job title is listed above. Further, anyone who believes that
Children’s of Alabama has not adequately investigated and/or responded to his or her report of alleged
harassment within a reasonable time must escalate his or her report to the next level supervisor or one of
the other persons designated above to ensure that Children’s of Alabama has an adequate opportunity to
investigate and remedy any alleged harassment.
©Children’s of Alabama 2012
1.8

NO DISCRIMINATION POLICY
Human Resource Policy A-02
Reissue Date: November 3, 2008
PURPOSE
Children’s of Alabama does not authorize and will not tolerate any form of discrimination of any
employee or by any employee or non-employee based on race, sex, religion, color, national origin, age,
disability, citizenship or veteran status or any other factor protected by law.
The term discrimination includes, but is not limited to, taking any adverse employment action due to an
employee’s race, sex, religion, color, national origin, age, disability, citizenship or veteran status, or other
factors protected by law. This policy applies to all employment actions taken by any person at Children’s
of Alabama including, but not limited to, compensation, benefits, transfers, terminations, layoffs, recalls,
Company sponsored training, education, social and recreational programs, and all other employment
actions or decisions at Children’s of Alabama.
This policy will be distributed to all employees and posted.
HOW TO REPORT INSTANCES OF DISCRIMINATION
An employee who has a complaint or concern relating to discrimination should immediately report such
conduct to his or her immediate supervisor or other management personnel with whom the employee feels
comfortable. If the employee is uncomfortable making the report to the supervisor or another management
person for any reason, the employee should immediately report the complaint or concern to the Director of
Employee Relations, or the department’s HR Consultant. An employee should report the behavior or
concern even if the behavior complained of is not directed toward the employee who reports it.
HOW CHILDREN’S OF ALABAMA WILL INVESTIGATE COMPLAINTS
Children’s of Alabama takes it prohibition against discrimination very seriously. Complaints of
discrimination will be promptly investigated as impartially and confidentially as possible. However,
although each investigation will be tailored specific to the particular alleged facts, such an investigation will
oftentimes include (A) interviews with the complaining employee, the subject of the complaint, and others
who may have knowledge of the situation, and (B) review of relevant files other tangible evidence. The
investigator will reasonably attempt to rationally and objectively resolve any questions of creditability
between the complaining party and the accused. Individuals who make false statements during the course
of an investigation may be subject to discipline, which may include discharge. All employees are expected
to cooperate fully with such investigations. Failure to cooperate fully may lead to discipline, which may
include discharge.
At the conclusion of the investigation, Company officials will advise the complaining employee of the
results of the investigation and any disciplinary actions to be taken, if any.
If it is determined that a complaint is valid, Children’s of Alabama will take appropriate disciplinary action
against the offender based on facts and the individual’s employment history. Disciplinary action may
include a written warning, suspension, demotion, and termination of employment and/or other measure
pursuant to Children’s of Alabama’s disciplinary policies. In the case of non-employees such as customers
and suppliers who violate this policy, they will be warned that their conduct violates Children’s of Alabama
policy and potentially will be asked to leave the premises and not return and their conduct will be reported
to whomever else Children’s of Alabama determines has a need to know.
©Children’s of Alabama 2012
1.9

YOUR COMMITMENT TO AN EFFECTIVE NO DISCRIMINATION POLICY
For Children’s of Alabama’s Policy against discrimination to be fully effective, it is important for you to
comply with this policy. You can do so by doing the following:
• Report any violations; and
• Cooperate with any investigation by providing complete and truthful responses to questions.
OUR COMMITMENT TO AN EFFECTIVE NO DISCRIMINATION POLICY
Children’s of Alabama takes very seriously it prohibition against discrimination. It is a violation of
policy for anyone to retaliate, threaten or seek any type of reprisal against an individual acting in good
faith who reports discrimination or who participates or cooperates in an investigation regarding
discrimination. If an employee believes that reprisal, intimidation or retaliation has occurred, it should be
immediately reported to the employee’s immediate supervisor, another member of management in the
employee’s chain of command or to one of the individuals whose job title is listed on page 1 of this policy.
Anyone who feels that Children’s of Alabama has not met its obligations under this policy should contact,
at least one of the individuals whose job title is listed on page 1 of this policy.
©Children’s of Alabama 2012
1.10

NO RETALIATION POLICY
Human Resource Policy A-03
Reissue Date: November 3, 2008
PURPOSE
Children’s of Alabama does not authorize and will not tolerate any form of retaliation of any employee
or by any employee (i.e., supervisory or non-supervisory) or non-employee.
The term “retaliation” includes, but is not necessary limited to, any adverse employment action taken
because an employee has engaged in protected conduct. Protected conduct under this policy includes, but
is not limited to; reporting or complaining in good faith about any discrimination or harassment, engaging
in any EEO process (such as testifying, filling an EEOC charge, or filing an EEO lawsuit; or testifying,
whether verbally or in writing, in an EEOC investigation or EEO lawsuit).
HOW TO REPORT INSTANCES OF RETALIATION
An employee who has a complaint or concern relating to retaliation should immediately report such conduct
to his or her immediate supervisor or any other management personnel with whom the employee feels
comfortable. If the employee is uncomfortable making the report to the supervisor or another management
person for any reason, the employee should immediately report the complaint or concern to the Employee
Relations Director or the department’s HR Consultant. An employee should report behavior or concern
even if the behavior complained of is not directed toward the employee who reports it.
HOW CHILDREN’S OF ALABAMA WILL INVESTIGATE COMPLAINTS
Children’s of Alabama takes it prohibition against retaliation very seriously. Complaints of retaliation will
be promptly investigated by the Company. The investigation will be conducted as impartially and
confidentially as possible. However, although each investigation will be tailored specific to the particular
alleged facts, such an investigation will oftentimes include (A) interviews with the complaining employee,
the subject of the complaint, and others who may have knowledge of the situation; and (B) review of
relevant files and others who may have evidence. The investigator will reasonably attempt to rationally
and objectively resolve any questions of credibility between the complaining party and the accused.
Individuals who make false statements during the course of an investigation may be subject to discipline,
which may include discharge. All employees are expected to cooperate fully with such investigations.
Failure to cooperate fully may lead to discipline, which may include discharge.
At the conclusion of the investigation, Company officials will advise the complaining employee of the
results of the investigation and any disciplinary actions to be taken, if any.
If it is determined that a complaint is valid, the Company will take appropriate disciplinary action against
the offender based o the severity of the retaliation and the individual’s employment history. Disciplinary
action may include a written warning, suspension, demotion, and termination of employment and/or other
measures pursuant to Children’s of Alabama’s disciplinary policies. In the case of non-employees such as
customers and suppliers who violate this policy, they will be warned that their conduct violates Children’s
of Alabama policy and potentially will be asked to leave the premises and not return and their conduct will
be reported to whomever else the Company determines has a need to know.
©Children’s of Alabama 2012
1.11

YOUR COMMITMENT TO AN EFFECTIVE NO RETALIATION POLICY
For Children’s of Alabama’s policy against retaliation to be fully effective, it is important for you to
comply with this policy. You can do so by doing the following:
• Report any violations; and
• Cooperate with any investigation by providing complete and truthful responses to questions.
OUR COMMITMENT TO AN EFFECTIVE NO RETALIATION POLICY
Children’s of Alabama takes very seriously its prohibition against retaliation. It is a violation of policy for
anyone to threaten, retaliate against or seek any type of reprisal against an individual acting in good faith
who reports retaliation or who participates or cooperates in an investigation regarding retaliation. If an
employee believes that reprisal, intimidation or retaliation has occurred, it should immediately be reported
to the supervisor or one of the individuals whose job title is listed on page 1 of this policy. Further, anyone
who feels that Children’s of Alabama has not met its obligations under this policy should contact, at least,
one of the individuals whose job title is listed on page 1 of this policy.
©Children’s of Alabama 2012
1.12

Infraction of Children’s Rules
Human Resource Policy F-05
Reissue Date: November 3, 2008
It is the policy of Children’s of Alabama to provide an equitable, uniform procedure for administering
disciplinary action and to address inadequate or unsatisfactory job performance, an employees’ misconduct,
and the corrective measures associate with such performance. It is a process of education that may range
from timely warnings for minor offenses or omissions to disciplinary suspension without pay or
termination for serious or repeated infractions of established policies or standards of conduct. This policy
sets forth guidelines of progressive discipline to be utilized when employees behavior violates Children’s
of Alabama policies and procedures. Note that the list is not all-inclusive.
The employee’s immediate supervisor is responsible for initiating timely disciplinary action in accordance
with the following steps:
Written Counseling is used for first occurrence of minor infractions or as counseling. Verbal
warnings are to be documented and retained in the employee’s personnel file.
Written Warning is used when one or more verbal warnings have not been sufficient to correct an
employee’s behavior or when the offense is of a more serious nature. Written warnings are retained
in the employee’s personnel file.
Suspension is initiated when an offense is of a serious nature or when previous verbal and written
warnings have not brought about the necessary change in behavior. Suspensions are to be approved
by the Department Head and Human Resources prior to action being taken. Suspensions are
generally three (3) to seven (7) working days in length. When necessary, an employee may be
suspended from duty when a serious infraction of rules has occurred or appears to have occurred
before the disciplinary action is determined.
Termination results from flagrant or repeated abuse of the policies or standards of conduct, or it
can be for repeated lesser infractions for which lesser disciplinary action has been taken.
Terminations must be approved by the Department Director in consultation with Human Resources
prior to action being taken.
These steps are guidelines, which will generally be followed, but all steps are not mandatory. Risks to
patients, staff or other serious offense may warrant deviation from these guidelines, including skipping
steps as appropriate.
Group Violations
Cooperation of all members of the organization in observance of rules and regulations are designed for our
common protection and benefit. The list below is not to be construed as all-inclusive and is provided only
as a reference for consistent application and to communicate expectations.
©Children’s of Alabama 2012
1.13

Group I--Infraction of Rules and Regulations
1. Loitering or loafing during work hours on Children’s of Alabama premises during duty or off
duty.
2. Repeated failure to be at workstation or in other work area for non-business reasons during
scheduled work time.
3. Smoking, except in designated areas and at designated times.
4. Creating or contributing to unsanitary conditions.
5. Failure to prevent or report any accident occurring on Children’s of Alabama property.
6. Disregard concerning personal appearance, hygiene and uniform
7. Excessive use of cologne/perfume.
8. Unauthorized use of assigned parking areas.
9. Abuse of break or meal periods.
10. Misuse of assigned time clock.
11. Failure to perform the standards of the job requirements.
12. Failure to maintain Children’s of Alabama annual mandatory in-services and healthcare
screenings
Penalties for Group I Violations
First Offense: Written Counseling
Second Offense: Written Warning and/or Suspension for a period up to seven (7)
working days.
Third Offense: Termination of employment
Group II--Infraction of Rules and Regulations
1. Use of obscene language
2. Horseplay or throwing things.
3. Gambling, lottery or any other games of chance of Children’s of Alabama property.
4. Lack of cooperation or failure to show respect and consideration in medical staff relationships,
management relationships, employee relationships, or patient relationships.
5. Mistreatment of patients/parents or inattention to patient care.
6. Intentional or repeated violation of safety rules or safety practices.
7. Improper use of another employee’s identification badge or computer login access codes.
8. Failure to follow departmental call-in procedures.
9. Solicitation of Children’s of Alabama staff or posting of signs of electronic solicitation without
proper authorization.
10. Excessive use of non-work related computer usage (internet, personal graphics).
11. Failure to follow work instructions as assigned by supervisor.
12. Failure to maintain Children’s of Alabama annual mandatory in-services and healthcare screenings
Penalties of Group II Violations
First Offense: Written warning and/or immediate suspension for a period up to 7
working days.
Second Offense: Termination of employment
Group III--Infraction of Rules and Regulations
1. Violation of Children’s of Alabama No Harassment, No Discrimination, No Retaliation, or
Conduct and Working Environment.
2. Refusing to obey instructions and/or requests of supervisory personnel pertaining to work
(insubordination).
©Children’s of Alabama 2012
1.14

3. Deliberate destruction, damage, misappropriation or unauthorized use or possession of hospital
property, property of fellow employees, patients/parents or visitors in any manner.
4. Threatening, intimidating, or coercing fellow employees at any time for any purpose.
5. Theft of property of the hospital or other employees, visitors or patients/parents, or refusal to
submit to inspection by Security on premises.
6. Reporting for work under the influence of alcoholic beverages, illegal substances, or
unauthorized prescribed medication.
7. Willfully falsifying applications for employment or other Children’s of Alabama records, reports,
documents, etc.
8. Conduct considered indecent by hospital management while on duty.
9. Possession of weapons on hospital property.
10. Fighting
11. Conducting organizational activities for any group or groups on hospital time and premises
without written permission from the Human Resources or Administration.
12. Sleeping while on duty.
13. Soliciting gratuities from patients or their relatives or vendors.
14. Breach of ethics concerning confidentiality of employee and/or patient information or any other
hospital records.
15. Failure to report to work two successive scheduled days without notifying a supervisor.
16. Refusal to complete assigned schedule or walking off the job without notifying a supervisor.
17. Conviction of a criminal offense, which has an impact on the employee’s position with
Children’s of Alabama as determined by Administration.
18. Failure to follow duties as described in the Disaster Plan/Inclement Weather Plan.
19. Failure or refusal to respond to emergency call-in or accept hours scheduled or duty, as
assigned.
20. Failure to observe fire/safety/disaster rules or procedures.
21. Providing false information to obtain Leave of Absence.
22. Failure to accurately record time and/or having another employee swipe his/her badge in or out.
23. Falsifying testimony related to any Children’s of Alabama investigation.
24. Receipt of three written warnings and/or two suspensions or any equivalent for unrelated
violations within eighteen (18) months.
25. HIPAA Violations
26. Mistreatment of patients/parents or inattention to patient care.
Penalty for Group III Violations
Cause for immediate termination of employment without warning.
If the employee, who has passed their introductory period, does not agree with the reasons and
action taken, they may file an appeal through the established grievance procedure. This policy
should not be construed as a contract of employment or a guarantee. All disciplinary action is a
serious matter for employees and for Children’s of Alabama, but individual circumstances may
warrant action different from published guidelines.
Exempt employees who are suspended will not be paid for any full day during which they are
suspended as part of this discipline, even if the employee is suspended for a period of less
than an entire work-week.
©Children’s of Alabama 2012
1.15

Family Medical Leave
Human Resource Policy D-03
Reissue Date: January 16, 2009
Basic Leave Entitlement
Children’s of Alabama will provide up to 12 weeks of unpaid, job-protected leave during any rolling
calendar year to eligible employees for the following reasons:
• For incapacity due to pregnancy, prenatal medical care or child birth;
• To care for the employee’s child after birth, or placement for adoption or foster care;
• To care for the employee’s spouse, son or daughter, or parent, who has a serious health
condition; or
• For a serious health condition that makes the employee unable to perform the employee’s job.
Military Family Leave Entitlements
Servicemember Family Leave. Eligible employees with a spouse, son, daughter, or parent on active duty or
call to active duty status in the National Guard or Reserves in support of a contingency operation may use
their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may
include attending certain military events, arranging for alternative childcare, addressing certain financial and
legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration
briefings. Eligible employees should contact FML Specialist with questions regarding whether a
qualifying exigency is present.
Servicemember Caregiver Leave. FMLA also includes a special leave entitlement that permits eligible
employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month
period measured from the first date that Caregiver leave is taken. A covered servicemember is a current
member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious
injury or illness incurred in the line of duty on active duty that may render the servicemember medically
unfit to perform his or her duties for which the servicemember is undergoing medical treatment,
recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.
Benefits and Protections
During FMLA leave, Children’s of Alabama will maintain the employee’s health coverage under any
“group health plan” on the same terms as if the employee had continued to work. The employee will be
responsible for making arrangements to pay the employee portion of any applicable premiums. Upon return
from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent
pay, benefits, and other employment terms. Certain key employees, who are notified of their status when
they first request FMLA Leave, are reinstated to their former or equivalent positions only if holding the
position for them and their reinstatement does not cause Children’s of Alabama substantial economic injury.
Additionally, note that an employee on FMLA leave may be transferred, promoted, demoted, disciplined or
terminated if changes in the work environment would have demanded that action even if the employee had
not taken leave.
Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of
an employee’s leave.
©Children’s of Alabama 2012
1.16

Eligibility Requirements
Employees are eligible if they have worked for Children’s of Alabama for at least one year and for
1,250 hours over the previous 12 months.
Definition of Serious Health Condition
A serious health condition is an illness, injury, impairment, or physical or mental condition that involves
either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a
condition that either prevents the employee from performing the functions of the employee’s job, or
prevents the qualified family member from participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity
of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one
visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic
condition. Other conditions may meet the definition of continuing treatment.
Use of Leave
An employee does not need to use the leave entitlement for a serious health condition in one block. Leave
can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must
make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the
employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.
Substitution of Paid Leave for Unpaid Leave
Employees taking FMLA leave will be required to exhaust any accrued paid leave while taking FMLA
leave prior to taking any unpaid FMLA leave. In order to use paid leave for FMLA leave, employees must
comply with Children’s of Alabama’s normal paid leave policies.
Employee Responsibilities
Employees must provide 30 days advance notice of the need to take FMLA leave when the need is
foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable
and generally must comply with Children’s of Alabama normal call-in procedures.
Employees must provide sufficient information for Children’s of Alabama to determine if the leave may
qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information
may include that the employee is unable to perform job functions, the family member is unable to perform
daily activities, the need for hospitalization or continuing treatment by a health care provider, or
circumstances supporting the need for military family leave. Employees also must inform Children’s of
Alabama if the requested leave is for a reason for which FMLA leave was previously taken or certified.
Employees also may be required to provide a certifications and periodic recertification supporting the need
for leave.
Children’s of Alabama may require that the employee submit a fitness for duty certification prior to resuming
employment.
Employer Responsibilities
Children’s of Alabama will inform employees requesting leave whether they are eligible under FMLA.
If an employee is eligible, the notice will specify any additional information required as well as the
employees’ rights and responsibilities. If the employee is not eligible, Children’s of Alabama will
provide a reason for the ineligibility. Children’s of Alabama will inform employees if leave will be
designated as FMLA-protected and the amount of leave counted against the employee’s leave
entitlement. If Children’s of Alabama determines that the leave is not FMLA- protected, Children’s of
Alabama will notify the employee.
©Children’s of Alabama 2012
1.17

Unlawful Acts by Employers
FMLA makes it unlawful for any employer to:
• Interfere with, restrain, or deny the exercise of any right provided under FMLA;
• Discharge or discriminate against any person for opposing any practice made unlawful by
FMLA or for involvement in any proceeding under or relating to FMLA.
Enforcement
An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit
against an employer.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local
law or collective bargaining agreement which provides greater family or medical leave rights.
Nothing herein is intended to create any entitlement to leave greater than that mandated by the FMLA. In
all respects, Children’s of Alabama will interpret and apply its leave policies in manner that is consistent
with the FMLA. The effective date for this policy is January 16, 2009.
223953.doc
©Children’s of Alabama 2012
1.18

EMPLOYMENT
EQUAL OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER
Children’s of Alabama is an equal opportunity/affirmative action employer. Recruitment, hiring,
training, promotion and other terms and conditions of employment will be without regard to race, color,
religion, sex, national origin, physical handicap, medical condition, age, status as a disabled veteran or
veteran of the Vietnam Era, provided the individual is qualified to perform the work available.
ORIENTATION
A Children’s of Alabama orientation, conducted by Human Resources, is held biweekly throughout the
year. Every new employee is required to attend. Your department will provide additional orientation
within the first month of employment. Please use your orientation time to ask questions and learn about
your job and Children’s of Alabama.
INTRODUCTORY PERIOD
Each new employee is required to serve a six-month introductory period during which time performance and
behavior receive extra attention. Some benefits are not available until you have successfully completed your
initial introductory period.
Employees who are promoted or transferred to new jobs within the Children’s of Alabama will serve a
90-day introductory period while learning the duties and responsibilities of their new jobs.
CLASSIFICATIONS
All employees are classified in one of the following categories:
Regular
Temporary
Flexipool
"Non-exempt" personnel are eligible for payment for overtime hours worked. "Exempt" personnel are not
eligible for overtime payment.
WORK HOURS
Scheduled work hours are assigned by the department directors to meet the needs of Children’s of
Alabama. While most employees work a set schedule, revisions are sometimes necessary to provide
adequate coverage. You will be expected to abide by the scheduled hours assigned by your supervisor,
which may include overtime hours. Employees may be expected to work overtime which is not previously
scheduled, based upon the needs of Children’s of Alabama.
AGE LIMITS
Children’s of Alabama abides by the laws established by local, state and federal agencies regarding
minimum ages for employment.
PERSONNEL FILES
Official personnel files are maintained by the Human Resources Department. You may schedule an
appointment to review your employee file by calling Human Resources at 939-5190.
©Children’s of Alabama 2012
1.19

LICENSES
If your job requires licensure or certification, you must present proof of such upon employment and
periodically thereafter. Loss of license or certification could result in demotion or termination.
Misrepresentation of license status is grounds for immediate termination.
JOB POSTING
Vacant positions in the Children’s of Alabama are posted for your information on an automated
telephone recording called the "Job Line." The telephone number for the "Job Line" is 1-888-248-9856.
Please refer to the Children’s of Alabama Policy Manual for information regarding how to apply for
these positions. Additionally, jobs are posted on the hospital's internet site at childrensal.org and
employees can apply on line. Current employees must meet the minimum qualifications as indicated on
the "Job Line" in order to be considered for a posted opening.
TRANSFERS/PROMOTIONS
An employee who has completed their introductory period may apply to be considered for Children’s of
Alabama positions for which they qualify. Please refer to the policy manual for the procedure and
requirements for transfers and promotions.
EMPLOYMENT OF RELATIVES
The Children’s of Alabama allows for the employment of relatives of employees with the provision that
one relative may not directly or indirectly supervise another.
PERFORMANCE EVALUATIONS
Criteria-based performance evaluations are conducted annually by your supervisor. You are encouraged to
obtain at least a copy of the criteria for your job and review this thoroughly so that you will be aware of
your supervisor's expectations.
REFERENCES
Any requests for references or verification of employment from an outside entity/organization regarding a
current or previous Children’s of Alabama employee are handled by the Human Resources staff. Dates of
employment and positions held at Children’s of Alabama are the standard information released.
RESIGNATIONS
If you resign from employment, you are required to provide a written notice to your supervisor at least two
weeks prior to your final day of work. Management personnel and certain designated positions are
required to provide at least four weeks' notice. Any payment for eligible unused vacation time will be
forfeited if the required notice is not given. All Children’s of Alabama property (keys, identification
badge, park card, etc.) must be returned before leaving employment.
©Children’s of Alabama 2012
1.20

PAY PROCEDURES
TIME CLOCKS
All HOURLY paid employees (also called nonexempt) should clock in and out at their assigned home
clock. SALARIED employees (also called exempt) are not required to clock in and out. Managers will
enter PTO, EIB, or FMLA for exempt staff into PeopleSoft. PLEASE REPORT ANY
OR DIFFICULTIES USING THE TIME CLOCKS TO HUMAN RESOURCES
PAY PERIODS
Pay periods are two weeks in length beginning on a Monday and ending on a Sunday, 14 calendar days
later. There are 26 pay periods each year.
PAYCHECKS
Pay periods last for 14 days, starting on a Monday and ending on a Sunday. Paychecks are issued every
other Tuesday. Please see the calendar on p. 4.1 for specific dates. Direct deposit is mandatory at
Children’s of Alabama. You should check with your supervisor regarding when you will receive your
paycheck. If you want to have someone else collect your check, you will need to provide that person with
a written permission slip. Only “live” paychecks will be paper checks. Paper stubs will no longer be given
out. You will be able to view your paycheck stub on My Service Center. Please see instructions on p. 3.3
Salary advances are not granted. Paychecks will not be issued early to any employee.
OVERTIME
Overtime payments are made for non-exempt employees at 1½ times their hourly rate of pay based on
hours actually worked. Exempt employees are not eligible for overtime. All overtime must be authorized
in advance by your supervisor and administrative officer.
SHIFT DIFFERENTIAL
Shift differential may be paid to employees in specified eligible job classifications for hours worked on the
evening and night shifts.
ON-CALL PAY
Compensation is provided for non-exempt employees who are placed in an on-call status due to the nature
of their work or the needs of Children’s of Alabama. Your supervisor will discuss on-call procedures with
you should you be placed on-call.
GARNISHMENTS
Children’s of Alabama honors court ordered garnishments or tax levies. You are expected to handle your
personal finances such that we will not be required to withhold wages to satisfy a garnishment.
SALARY INFORMATION
Information regarding your salary will be communicated to you by your supervisor. Your salary
information is also maintained by Human Resources and is available upon your request. Please remember,
salary information is confidential. You are urged to keep your salary information confidential.
Salary/Pay range information for a position you are interested in transferring to is available through
Human Resources.
©Children’s of Alabama 2012
1.21

GENERAL INFORMATION
APPEARANCE
You are expected to meet the dress code for your area and always project a clean, professional appearance.
Remember, your appearance makes a statement about the Children’s of Alabama to our patients, their
families and other visitors.
ATTENDANCE
Children’s expects you to report for work on time on the shifts or days you are scheduled to work. We do
understand that an employee will occasionally be late or absent from work. Repeated incidents of arriving
late to work, unscheduled absences or leaving work early on an unscheduled basis, regardless of the reason,
will result in disciplinary action which may include termination. You are encouraged to review the
"Attendance Policy" to familiarize yourself with our system of documenting attendance.
BAD WEATHER
In the event of inclement weather (snow, tornadoes, etc.), Children’s of Alabama will implement the
Inclement Weather Plan. You are responsible for being aware of impending bad weather and making
arrangements to be at work at your assigned time during such weather. The Inclement Weather policy
outlines the pay practices utilized during such times.
BREAKS
A 30-minute, unpaid meal break is allowed for employees who work shifts of more than four hours. A 15-
minute, paid rest break may be provided if the work schedule permits. Your supervisor will explain how
breaks are scheduled in your area.
BULLETIN BOARDS
Your department manager may maintain a bulletin board in your area which will contain schedules,
announcements and other information of importance. You are responsible for reading posted material.
Employees may not post information anywhere except on official boards and only after obtaining
appropriate authorization.
CONDUCT
We expect all employees to conduct themselves in a manner favorable to the Children’s of Alabama at all
times. Your conduct reflects on our organization and influences how patients, parents, visitors, physicians
and the community perceive Children’s of Alabama.
DISCIPLINE
As with any organization our size, rules and regulations are necessary. The rules established by the
Children’s of Alabama are for the protection of the rights of the employees, patients and visitors and are
intended to facilitate productivity and positive working relationships. The Personnel Policy entitled
"Infraction of Children’s of Alabama Rules" outlines many of the expectations of the Children’s of
Alabama. Although not all inclusive, the list will give examples of the kinds of offenses for which
discipline may occur. These types of disciplinary actions may be taken when an infraction of rules or
regulations occurs:
Verbal Warning - A first warning for minor infractions or to point out areas needing
improvement but are not yet problem areas.
Written Warning - Notice of repeated minor infractions or first warning of a more serious
infraction of a Children’s of Alabama rule or policy.
©Children’s of Alabama 2012
1.22

Suspension - Time off without pay as a second warning for more serious infractions or first
Warning of major offense. May be used for continued infractions of minor offenses.
Termination - A last resort action for offenses deemed to be major or when previous steps
have not brought about desired results. Certain serious offenses may result in immediate
termination without warning.
Serious infractions of Children’s of Alabama rules may warrant a suspension or immediate termination.
There is no implied guarantee that a disciplinary matter must involve a warning or suspension prior to
termination.
In any incident requiring disciplinary action, the severity of the infraction and the employee's past
performance is taken into consideration. Written warnings, suspensions and terminations are reviewed by
Human Resources Department staff and will become a permanent part of the personnel file.
GRIEVANCE PROCEDURE
Procedures are available for an employee with at least six months of service to request a formal review of
an action taken which the employee feels is inappropriate. All appeals are handled by the Human
Resources Department. Some may include review by a panel of employees. Guidelines for this process
can be found in the "Grievance/Administrative Review Procedure Policy." While the formal grievance
procedure is available to employees with at least six months of service, employees with less than six
months service are expected to come forward and report any alleged violations of the harassment or equal
opportunity policy.
HEALTH ASSESSMENT
All employees are required to successfully complete a health screening prior to employment. Children’s of
Alabama will regularly monitor required health functions and may request further medical information.
Children’s of Alabama may, at any time, require an employee to submit to a physical examination, drug
screening or laboratory tests at the organization's expense. Failure to submit to a physical, drug screening or
laboratory test may be grounds for termination.
IDENTIFICATION
It is the policy of Children’s of Alabama to issue identification (ID) badges to employees, UAB physicians
and students with demonstrated need, volunteers or any other individuals employed or assigned to work at
Children’s of Alabama, vendors, contractors and visitors. While on Children’s of Alabama premises, ID
badges must be worn face forward, near the collar in a highly visible manner.
LOST AND FOUND
A lost and found system is maintained by the Security Department. You should contact Security if you
have lost an item, whether personal or Children’s of Alabama property, or if you find an item which
appears to have been lost.
PARKING
Parking is available for a monthly fee which is deducted from your paycheck. The Human Resources
Department and Security Department handles all parking assignments and related concerns.
PATIENT INFORMATION
All patient information is confidential and may only be discussed with other Children’s of Alabama
employees who have a need to know in order for patient care to proceed.
©Children’s of Alabama 2012
1.23

PUBLIC RELATIONS
Children's Corporate Communications Department provides a wide range of services to meet the needs of
both internal and external customers in a variety of areas. Corporate Communications is responsible for
generating and distributing timely and accurate information about Children's to the public. The department
handles all of the Children's public relations, media relations, public affairs, advertising, marketing and
internal communications. The department also produces all printed materials for both on and off campus
constituencies.
Some of the services available include:
• Media Relations
• Employee Communications
• Speaker's Bureau
• Tours
• Photography/Video Development
• Print/Material Development
• Event Planning
• Web Development
• Internships
Our office is located on the first floor of the Plaza Building at Magnolia Office Park at 2112 11th Avenue
South in Birmingham. Office hours are weekdays from 7:30 a.m. until 4:30 p.m.
SECURITY
Security officers are employed by Children’s of Alabama to provide protection for employees, patients and
visitors. They also investigate incidents involving theft, destruction, etc. The officers conduct a periodic
search of packages, purses and coats of employees as they leave our facilities. Failure to comply with a
search may result in termination.
SIGNAGE
All signs within the Children’s of Alabama are ordered and installed by the Engineering Department to ensure
accuracy and consistency. No posting of unauthorized signs on walls, elevators, doors, etc. is allowed.
SMOKING
A comprehensive No Smoking Policy is included in the Administrative Policies and prohibits smoking in
Children’s of Alabama buildings. Employees are expected to set an example for parents and visitors by
adhering to the policy.
SOLICITATION
Solicitation during an employee's designated work time is prohibited. Solicitation is prohibited at all times
in Children’s of Alabama work areas and patient/visitor access areas (example: the cafeteria).
TELEPHONE USAGE/COURTESY
Telephones within Children’s of Alabama are for business purposes. Personal calls should be limited in
length and number and should not interfere with the performance of your work. The charging of personal,
long distance calls to Children’s of Alabama is prohibited. All employees are expected to exercise
telephone courtesy at all times.
VALUABLES
Employees are encouraged to leave valuables and personal items at home. Purses and other items should
be kept in a locked or secured area while at work.
VISITING
Employees should not receive personal visitors within their work area during assigned shifts.
©Children’s of Alabama 2012
1.24

Section 2

CHILDREN'S SAFETY
IN-SERVICE TABLE OF CONTENTS
Electrical Safety . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.4
Emergency Numbers and Codes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.5
Code Yellow . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.6
Fire Safety . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.12
Hazardous Chemical and MSDS Information . . . . . . . . . . . . . . . . . . . . .2.7
Incident Reporting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.2
Incident Reporting Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.3
Lifting Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.10
Medical Gas Shut-off Valves . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.4
Personal Protective Equipment (PPE) . . . . . . . . . . . . . . . . . . . . . . . . . . .2.7
Product Recalls . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.2
Safe Medical Devices Act . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.2
Security Facts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.13
©Children’s
2.1

INCIDENT REPORTING
All incidents/accidents MUST be reported, no matter how minor it may seem.
An incident is any happening involving a patient, visitor or employee which is not consistent with the
normal operation of the hospital or routine care of a patient. Injury does not have to occur. The potential
for injury and/or property damage is sufficient for an occurrence to be considered an incident.
An accident is the negative result of an incident.
To report an Incident/Accident, use the Quality Assurance/Incident Report.
Employee Incidents must be documented and reported to the Employee Health Nurse, if an injury has
occurred the Health Nurse must be notified within 24 hours.
Non-employee Incidents should be documented by the person who discovered the incident or who has
the best knowledge of the incident. This report must be completed immediately after the incident is
discovered and forwarded to the Risk Management Department within 24 hours.
SAFE MEDICAL DEVICE ACT
The Safe Medical Device Act is a Federal law designed to allow the FDA and manufacturer to quickly
learn when a medical device has caused a patient or employee illness, injury, or death, and to ensure that
hazardous devices are removed from healthcare facilities in a timely manner.
Reporting medical device related incidents should be done using the Quality Assurance/Incident Report.
If a serious injury or death occurs involving a medical device, notify Risk Management immediately.
What to report: Any event or problem involving an instrument, apparatus or other article that is used to
prevent, diagnose, mitigate or treat a disease or to affect the structure or function of the body. Examples
of incidents would be: failure, malfunction, improper or inadequate design, manufacturing defects,
labeling or user error.
PATIENT SAFETY IS FOREMOST, IF THE ABOVE OCCURS, FOLLOW GUIDELINES
FOUND IN THE STAFF INFORMATION GUIDE (Flip-chart).
Examples of medical devices would be: Catheters, infusion pumps, hospital beds, patient restraints,
suture materials, syringes, defibrillators etc.
PRODUCT RECALLS
Product recalls are handled through Bio-Med, Pharmacy and Risk Management. If you receive a product
recall from anyone other than the above mentioned, contact Risk Management.
©Children’s of Alabama 2012
2.2

©Children’s of Alabama 2012
2.3

MEDICAL GAS SHUT-OFF VALVES
During an emergency, such as a fire, it may be necessary to turn off Medical Gases in the affected
area. This is preferably done by the Engineering Staff or someone from Respiratory Therapy;
however, if they are not available the department supervisor may authorize the shut-off.
ELECTRICAL SAFETY
Extension Cords for permanent use are prohibited. The Engineering Department may issue extension
cords on a temporary basis. Multiple outlet strips are permitted in non-patient care areas and must have
built-in circuit breakers.
Adapters which convert three prongs to two prongs are not allowed and are not needed.
Portable Space Heaters are not allowed.
Patient-owned Electrical Equipment is generally not allowed, exceptions MUST be approved by
Bio-Med..
Emergency Power Supply is provided, through out most of the Children’s of Alabama
Campus, by a series of strategically located generators.
Emergency Electrical Outlets are either RED or the cover plate has EMERGENCY stamped on it.
Power is constantly supplied to these outlets.
©Children’s of Alabama 2012
2.4

EMERGENCY NUMBERS AND CODES
HOSPITAL EMERGENCY NUMBER: 9288
This number should be used to report emergencies such as Dr. Redbird and Code Pink,
Resident Physician etc.
SECURITY EMERGENCY NUMBER: 9682
This number should be used to report person with a weapon, fights or other
disturbances.
OVERHEAD PAGES AND CODES
RESIDENT PHYSICIAN
Medical Emergency; special teams respond to the area announced.
DR. REDBIRD
Fire or smoke is located in the area announced.
CODE YELLOW ALERT
An Emergent Incident has occurred or a drill is about to take place. Follow the directions located in the
Staff Information Guide (flip-chart) or in the Information and Guidelines Manual.
CODE YELLOW+(ALPHA/NUMERIC CODE)
Emergency Management Plan has been activated. Follow the directions in the Information and
Guidelines Manual.
CODE YELLOW INTERNAL
An emergency situation exists inside of our facility; follow the directions of your supervisor.
PREPARE CODE T
Severe weather may be heading towards Children’s; we need to take precautions in the event that it
impacts the facility.
CODE T
Severe weather is going to impact Children’s; follow the instructions in the Information and Guidelines
Manual.
CODE PINK
Possible infant abduction is taking place. Follow the directions in the Information and Guidelines Manual
or the Staff information Guide (flip-chart).
NOTE: The above list does not comprise the total list of codes and announcements that may be used at
Children’s; please refer to Children’s of Alabama Policies and Procedures, Staff Information Guide, the
Environment of Care Center and your supervisor for additional codes and announcements.
©Children’s Health System 2003
2.5

CODE YELLOW
(Emergent situations that may impact
Children’s of Alabama)
CODE YELLOW ALERT
“Code Yellow ALERT’ is the overhead announcement you will hear when an incident outside of our
facility has occurred and may impact daily routine at Children’s. Examples would be: Severe weather,
major traffic accidents, an act of terrorism or even a major utility failure. This is the signal for Children’s
of Alabama to be ready in the event our Emergency Management Plan is activated; during this time
quickly review your role in the EMP by looking at your departmental plan.
CODE YELLOW (Followed by an Alpha/Numeric code)
“Code Yellow” followed by an Alpha/Numeric code indicates that our Emergency Management Plan has
been activated and we are anticipating the arrival of casualties from the incident that has taken place.
When the plan is activated responding employees must report to the Labor Pool and receive their
assignments. The Alpha/Numeric code indicates the type of incident and the number of casualties
expected, an example would be: “Code Yellow Charlie 4”, this would mean an incident involving
chemical exposure and up to 60 casualties.
CODE YELLOW INTERNAL
“Code Yellow Internal” will be announced, if there is a major internal incident. The announcement will
be followed by the location and level. Response is the same as for a regular Code Yellow.
KNOW YOUR ROLE DURING PLAN ACTIVATION
It is vital that you know how to respond, if Children’s activates the Emergency Management Plan, your
departmental plan is located on the Desktop of every Children’s of Alabama computer. Look for the
Bull’s Eye icon and click on it to open the program. Find the Departmental Plans folder and click on it to
open, and then find your departmental plan. Ask your Supervisor what roles you may be ask to do when
the plan is activated and learn all of the responsibilities of those roles.
REMEMBER: JCAHO requires that we test our plan twice per year, so, you may wish to print a copy to
refer back to occasionally.
Additional information may also be found in the Staff Information Guide (flip-chart).
©Children’s Health System 2003
2.6

HAZARDOUS CHEMICALS
Hazardous Materials and Waste: Any chemical, material agent or gas which is a physical or health hazard.
MATERIAL SAFETY DATA SHEETS (MSDS)
MSDS provide:
Critical information on the proper use, transportation, and storage of chemicals used in our
facility.
Information on the proper response in case of an emergency, spill or over exposure.
On the desktop of every Children’s of Alabama computer is a direct link to 3E, the link looks like test
tubes and has the title of MSDS Info. 3E is our web based MSDS service and has over 10,000 of the
most commonly used products for the healthcare setting.
The 3E service is simple to use: click on the link, click on SEARCH, select method of search (product,
manufacture etc.), then enter the item under SEARCH CRITERIA, and click SEARCH.
You can make your search more or less specific. You may print out the MSDS or read it on the screen.
It is suggested to print out the more commonly used item in your department. If you do not find an
MSDS for a product that we are using contact the Safety Officer at 9842.
In the event of a spill, follow the direction listed in the Staff Information Guide (flip-chart).
PERSONAL PROTECTIVE EQUIPMENT (PPE)
PPE is designed to help reduce the risk of exposure to health and/or safety hazards while you are doing
a specific task. Some Examples of PPE are gloves, gowns, masks, protective eyewear, hard hats and
foot protection.
Before using any chemical consult the MSDS for the proper PPE and wear everything that is required
during use of the chemical. If you are missing a piece of PPE contact your supervisor. DON’T USE
THE PRODUCT until you have ALL of the PPE.
Know when and under what conditions PPE must be worn.
Know how to properly put on, adjust, wear and remove PPE.
Know the limitations of the PPE you are using.
Know how to properly store, maintain and dispose of the used PPE.
©Children’s of Alabama 2012
2.7

©Children’s of Alabama 2012
2.8

©Children’s of Alabama 2012
2.9

©Children’s of Alabama 2012
2.10

©Children’s of Alabama 2012
2.11

FIRE SAFETY
Any fire can be a scary, serious event, especially in the healthcare setting where some patients are unable
to take care of themselves.
Any fire or visible smoke must be reported immediately. The following acronyms, R.A.C.E. and P.A.S.S.
will help enable you in responding to a potential fire situation.
R.A.C.E. is used to report and respond to a fire incident.
Rescue and remove anyone in immediate danger to a safe location.
Alarm by pulling the handle on the nearest pull station, then call 9288 and tell the operator
exactly where the fire is located and what is burning.
Then call 911 and tell them the same.
Contain the fire by closing doors and windows.
Extinguish the fire if possible or Escape the area, if the fire is too big.
P.A.S.S. is used IF the fire is small enough to fight with a portable fire extinguisher.
Pull the safety pin that prevents the extinguisher from being accidentally discharged.
Aim the nozzle at the base of the fire.
Squeeze the handle.
Sweep the nozzle from side to side.
NEVER be any closer than 10 feet from the fire (your clothing can spontaneously combust).
Fire Drills are conducted once per shift per calendar quarter, a wooden REDBIRD is used to simulate a
fire. If you find the REDBIRD, follow the same procedure that you would during an actual fire, WITH
TWO EXCEPTIONS, DO NOT CALL THE FIRE DEPARTMENT and DO NOT DISCHARGE A
FIRE EXTINGUISHER.
When moving patient and others away from the fire, do so in a HORIZONTAL manner, move to an
adjacent Smoke Compartment on the same floor you are currently on. Smoke Compartments are
identified by RED LABELS above the corridor doors. You should identify these compartments in your
work area.
DO NOT ride an elevator during a fire.
©Children’s of Alabama 2012
2.12

C
E
C
U
R
I
FACTS
Y
Here to protect and serve
24 hours a Day
Security can be reached at extension #9682, 24 hours a day, seven days a week.
Our office is located at the ground floor entrance of the Park Place Deck on 5th Avenue and
16th Street.
We assume responsibility for the safety, security and well-being of the patients, visitors,
staff and hospital property.
The Dispatch Office, located at Park Place, monitors cameras in the hospital as well as the
parking decks, answers emergency call boxes located on 4th Avenue and 16th & 17th Street
South, the 7th Avenue Deck, hospital crosswalks as well as the panic and security alarms.
Along with escorting staff, visitors, and patients to their vehicles between the hours of
dusk and dawn upon request, Security assists those experiencing vehicle trouble.
Provides storage for lost and found items in a centrally located area for recovery as well as
transporting money and valuables from various departments.
Officers make rounds of the hospital campus to deter theft and vandalism.
Security will investigate all disturbances and take the necessary action to maintain peace and
order with visitors, staff and patients.
We assist all hospital staff with different needs as they arise, such as disorderly
patients, external and internal disasters, Dr. Redbirds, …etc.
ID Badges, which must be worn at all times while on the premises (whether Children's or contract),
are issued at our Park Place Office.
Security will enforce parking rules through the paging system, by issuing warnings as
well as by towing.
If at any time you have questions regarding Security or any other Children's issue, feel free to
contact our department. If we can't give you an answer, we will assist by referring you to someone
who can better meet your needs.
Remember, we are here to help!
©Children’s of Alabama 2012
2.13

Section 3

WELCOME TO CHILDREN’S OF ALABAMA
Where Children are the Center of Our Lives®
Congratulations on your decision to become a part
of a very special organization.
Our mission is to provide the finest pediatric
health services to all children in an environment
that fosters excellence in research and medical education.
As Alabama's foremost not-for-profit pediatric health care provider,
we can offer you all the challenges and
opportunities for development you desire -
as well as competitive pay, comprehensive benefits
and a special sense of community that values every individual
and rewards dedication and excellence.
We wish you a long and successful career at
Children’s of Alabama.
If Human Resources can be of service,
Please call us at
205-939-5190
©Children’s of Alabama 2012
3.1

IRREVOCABLE ELECTIONS
As you read through the following information, please make your benefit selections carefully. According
to IRS regulations, you may change your pre-tax coverage (medical, dental, vision, basic life insurance and
flexible spending accounts) only at open enrollment or during the 31 days following an eligible family status
change such as
‣ A change in family size through marriage, divorce, legal separation, birth or adoption, or
death of a dependent;
‣ A change in your spouse's employment such as beginning/returning from an unpaid leave
of absence, beginning/ending employment, change of employment status which effects
benefits eligibility;
‣ A significant change in your or your spouse's coverage;
‣ A dependent is no longer eligible for coverage
Your benefit changes must be made in within 31days of the qualifying event. Children’s of Alabama
Human Resources will require written documentation showing proof of the qualifying family status change
(e.g. marriage license, birth certificate). Changes will be effective the date of the qualifying family status
change, except for changes to vision coverage which will be effective the first day of the month following
the event.
Please remember!
Your benefit election forms are due by
.
©Children’s of Alabama 2012
3.2

Questions: Customer Support Desk gethelp@childrensal.org 205.939.6568
Human Resources benefits@childrensal.org 205.939.5190
Payroll payroll@childrensal.org 205.939.9609
3.3

2012 Benefit Election Form
Section I: PERSONAL INFORMATION
Employee Name: Social Security #: Date of birth: / /
Current Address: Apt #:
City: State: Zip Code: Daytime Telephone #:
SECTION II: REASON FOR COMPLETING FORM
Date of event: ______/______/_________ (return form within 31 days of event)
Hired/Newly Eligible Divorce/Dissolution Addition/Termination of Domestic Partner Coverage
Open Enrollment Obtained Other Coverage Addition/Termination of Domestic Partner Child Coverage
Birth/Adoption/Legal Guardianship Loss of Other Coverage Change in Dependent Eligibility
Marriage
Other (describe)
SECTION III: HEALTH PLAN COVERAGE SELECTION: (THESE AMOUNTS ARE DEDUCTED EVERY PAY PERIOD)
Insurance Plan
Employee
Only
EE +
Spouse
EE + Child(ren)
Family
Domestic
Partner
Domestic
Partner +
Child(ren)
BCBS Consumer Driven $43.00 $70.00 $64.00 $87.00 $27.00 $44.00 $0
BCBS PPO $69.00 $120.00 $109.00 $151.00 $51.00 $82.00 $0
VIVA Health $87.00 $155.00 $140.00 $197.00 $68.00 $110.00 $0
BCBS Dental Buy-Up $9.23 $20.30 $15.72 $34.07 $11.07 $25.85 $0
BCBS Dental $7.69 $16.92 $13.10 $29.23 $9.23 $21.54 $0
Vision Care $3.44 $6.85 $6.51 $9.37 $3.42 $5.93 $0
*Employed Spouse/Domestic Partner Provision: Your spouse/domestic partner may not be covered as primary on your CHS medical plan if
he/she is eligible for coverage with his/her employer AND that employer pays at least 50% of the premium for individuals. (Does not apply to vision
and dental)
*Note: Domestic Partners and Nondependent Children are not eligible for pre-tax treatment of health insurance costs per the IRS. Please consult
your tax advisor! Also a Domestic Partner Affidavit/Application for Domestic Partner Benefits must accompany this form.
SECTION IV: ELIGIBLE DEPENDENT ENROLLMENT INFORMATION
Waive
Name
Relationship
Birth
Social Security Choose coverage for each eligible
Gender
Date:
Number
dependent
(required) Medical Dental Vision
(M/D/Y) M F YES NO YES NO YES NO
3.4

2012 Benefit Election Form
PERSONAL INFORMATION
Employee Name: Social Security #: Date of birth: / /
SECTION V: BASIC LIFE INSURANCE BENEFICIARY (COA provided)
Primary Beneficiary
Name
Relationship
Birth
Date:
Gender
(M/D/Y) M F
Social Security Number
(required)
Percentage
Contingent Beneficiary
Name
Relationship
Birth
Date:
Gender
(M/D/Y) M F
Social Security Number
(required)
Percentage
SECTION VI: PRE-TAX SPENDING/SAVINGS ACCOUNTS
*Excludes Domestic Partners and their dependents
Flexible Spending Accounts Annual Amount Health Savings Account Annual Amount
Health Care spending
Dependent Care spending
Health Savings Account*
SECTION VII: AUTHORIZATION & ACKNOWLEGMENT
I have read the explanation of the benefits program and understand my benefit choices. I authorize the selections I have made as well as the
payments required for those selections. I understand that the above selections are effective for the entire plan year unless I experience a recognized
change in status. I also understand that I can establish an HSA only if I am covered under the BCBS Consumer-Driven health plan and that I must
not be covered under any other health insurance plan, Medicare or Medicaid, and I cannot be claimed as a dependent on another person’s tax
return. I also understand that any money placed into either the Flexible Spending Health Care or Dependent Care accounts and not used by the end
of the plan year will be forfeited. I also understand that the amount I have elected to contribute to the Dependent Care account cannot exceed the
amount of my income or my spouse’s income, whichever is smaller. Finally, I understand that these benefit elections will carry over into future plan
years, with the exception of the Flexible Spending Accounts, if I do not submit a change form to Human Resources. I hereby accept all designations
made on this application and decline all other benefits that were not elected.
_______________________________________________________
___________________________
EMPLOYEE SIGNATURE DATE CHS-HUMAN RESOURCES / DATE
Return completed form to: Human Resources, Fax: (205)939-5111 or email: benefits@childrensal.org
3.4a

2012 Affidavit of Spousal Health Care Coverage
Employee Name: (Printed) _______________________ Spouse’s Name: (Printed) _________________________
Section I: Spousal Benefits
To continue medical coverage for your spouse for the 2012 plan year you must complete this affidavit and return to
Human Resources by November 14th. Please answer the following questions completely. Your response or lack
thereof may impact the health care coverage of your spouse.
1. Is your spouse employed?
□ Yes □ Yes, Self-Employed without Group Benefits □ No, Retired □ No, Disabled □ No
□ Yes, COA Employee □ Yes, Self-Employed with Group Benefits □ No, Unemployed □ No, Student
If ‘No’ or ‘Yes’ and your spouse is a COA employee’ or ‘self-employed without Group Benefits, please proceed to Section III –
no additional documentation is required.
2. If you answered yes to the question above, is your spouse enrolled in health care benefits through his/her
employer?
YES _____ NO _____
Please note that if your spouse’s employer provides health care benefits and pays 50% or more of the costs for
“employee only” or Single coverage, your spouse is NOT eligible for primary coverage through your Children’s of
Alabama plan. However, he or she may maintain secondary coverage through this plan.
3. If you answered YES to questions 1 and 2, do you elect to maintain secondary coverage through the Children’s of
Alabama plan for your spouse?
YES _____ NO _____
Note: To elect secondary coverage you must provide a copy of the spouse’s insurance identification card through his or her employer
(primary coverage) with this completed affidavit.
Section II: Certification of Spousal Employment
Please have your spouse’s employer complete this section in reference to:
1. Is the employee eligible for health care benefits? YES _____ NO _____
2. What portion of the “employee only” or single coverage is paid by the employee and by the employer?
Employee _____ % Employer _____ % (This amount should add up to 100%)
Is the employee currently enrolled in health care benefits through this plan?
3. If you answered YES to the previous question, please provide the following information:
Medical Plan Name: ___________________________
Effective Date of Coverage: ___________________________
4. Name of Employer ___________________________________________________
Address ___________________________________________________________
___________________________________________________________
(City, State, and Zip Code)
Name of Representative (Printed) ________________________________ Phone: (
YES _____ NO _____
Group Number/Member ID: ______________________
) _____________
Signed Name of Representative __________________________________ Title: ___________________
Section III: Acknowledgement (By Children’s of Alabama Employee)
I certify under penalty of perjury, that the foregoing is true and correct. I understand as an employee that willful
falsification of information on this Affidavit may lead to disciplinary action, up to and including termination. Fraud or
intentional misrepresentation may result in retroactive termination of my spouse’s medical coverage.
______________________________________________
Employee Signature
___________________________________
Date
3.5

Employed Spouse Provision Frequently Asked Questions
Why is Children’s of Alabama conducting this audit?
Children’s of Alabama is sensitive to the rising cost of health care and recognizes that covering
dependents who have access to benefit coverage elsewhere drives up the cost of healthcare for all plan
participants. The purpose of this audit is to ensure that benefit dollars are being spent in the most cost
effective manner possible.
How often am I required to complete an Affidavit? A new affidavit must be completed annually
during open enrollment AND whenever a change occurs that affects your spouse’s eligibility for medical
coverage with his/her employer.
My spouse is not employed. How am I impacted by this provision?
If your spouse is not employed, this provision does not impact you or the benefits provided to your
spouse. On the Affidavit, please check “NO” for question 1 in Section I then go to Section III and sign the
form. Return the signed Affidavit to Human Resources by the deadline or your spouse’s coverage will be
terminated due to insufficient response.
My spouse is self employed. How am I impacted by this provision?
If your spouse is self employed and not eligible for benefits through a group plan, this provision does not
impact you or the benefits provided to your spouse. On the Affidavit, please check “YES” for question 1
in Section I (and check the self-employed box) and “NO” for question 1 in Section II then go to Section III
and sign the form. Return the signed Affidavit to Human Resources by the deadline or your spouse’s
coverage will be terminated due to insufficient response.
How am I affected if my spouse is also an employee of Children’s of Alabama?
If your spouse is employed by Children’s of Alabama this provision does not impact you or the benefits
provided to your spouse. On the Affidavit, please check “YES” for question 1 in Section I (and check the
box indicating employment by Children’s of Alabama) then go to Section III and sign the form and return it
to Human Resources.
What if I have to terminate my spouse’s benefits through the Children’s of Alabama and it is not
yet time for Open Enrollment through my spouse’s employer sponsored health plan?
A change in eligibility of this type is typically considered a Qualifying Event in most employer sponsored
health plans. Other plans may not have a limited enrollment clause at all. If your spouse is found to be
ineligible for continued coverage under the Children’s of Alabama plan, he or she will receive a Letter of
Creditable Coverage which can be used by your spouse in applying for benefits through his or her
employer sponsored group plan.
What is the deadline for providing my documentation?
All documentation is required to be submitted to Children’s of Alabama Human Resources within 31 days
of eligibility and annually during Open Enrollment. Failure to respond to this verification process and
provide the required documentation may result in the removal from coverage of your enrolled spouse.
Can I fax my response? If so, what is your fax number?
Yes. Human Resources fax number is 205-939-5111 or 205-939-5188. You may fax your documents
24 hours a day, 7 days a week. Please retain a copy of your fax confirmation.
Whom can I contact for assistance?
You may e-mail your questions to benefits@childrensal.org or call Human Resources at 939-5190
Monday through Friday 8AM – 4:30PM. Customer care representatives are also available toll-free at
(866) 274-4743 Monday through Friday 7AM – 7PM CST
Before returning the Affidavit of Spousal Health Coverage:
1. Carefully review the guidelines of the Employed Spouse Provision as detailed above.
2. Complete the enclosed Affidavit of Spousal Health Care Coverage.
3. Have a representative of your spouse’s employer, if applicable, complete Section II of the Affidavit.
4. Sign and date the enclosed Affidavit.
5. Return the completed Affidavit by the deadline via fax to 205-939-5111 or 205-939-5188 or mail to:
Children's of Alabama Human Resources, 1600 7 th Avenue South, Birmingham, Alabama 35233
6. Keep a copy of the completed Affidavit and fax confirmation for your records.
3.5a

(Please Print)
Children’s of Alabama
Supplemental Term Life Enrollment
Employee Name: Social Security Number: Employee Date of Birth:
/ /
Employee Address: Apt. # City State Zip Code
□ Newly Eligible / / □ Family Status Change (Marriage/Divorce/Birth/etc…) / / □Open Enrollment / /
Employee Coverage (Select Amount): Current Benefit Amount:
New Benefit Amount:
You may elect coverage in $10,000 increments up to the lesser of 5 times your annual salary or $500,000. *Conditional Guarant ee Issue is available up to
$200,000 and if applying within 31 days of FIRST becoming eligible for this insurance. An Evidence of Insurability** must be submitted with applications
over $200,000; coverage will not be effective until approved by HARTFORD LIFE AND ACCIDENT INSURANCE COMPANY.
Spouse Coverage (Select Amount): Current Benefit Amount:
New Benefit Amount:
Your spouse may elect $10,000 to $100,000 in $10,000 increments, rounded to the next higher $10,000. *Conditional Guarantee I ssue available up to $30,000 if
your spouse is able to perform the normal activities of a person the same age and gender (A spouse who is disabled is not eligible). An Evidence of
Insurability** must be submitted with applications over $30,000; coverage will not be effective until approved by HARTFORD LI FE AND ACCIDENT
INSURANCE COMPANY.
Dependent Coverage (Select Amount): □ $2,000 □ $4,000 □ $6,000 □ $8,000 □ $10,000
You may elect $2,000 to $10,000 in increments of $2,000 to a maximum of $10,000. An Evidence of Insurability** must be submitted with all late
applications; coverage will not be effective until approved by HARTFORD LIFE AND ACCIDENT INSURANCE COMPANY.
($1,000 of coverage for 14 days to six months)
*If any person(s) proposed to be insured is not actively at work or applying after 31 days of becoming eligible for this co verage, or applying for a benefit
amount over the Conditional Guaranteed Issue Coverage, please complete the HARTFORD LIFE AND ACCIDENT INSURANCE COMPANY Evidence
of Insurability Form.
**Please see reverse side to determine if you need to fill out the Evidence of Insurability Form
DEPENDENT INFORMATION
Name:
(Complete only if dependent coverage is available and elected)
Date of Birth: Relationship: Social Security Number: Sex:
Name: Date of Birth: Relationship: Social Security Number: Sex:
Name: Date of Birth: Relationship: Social Security Number: Sex
BENEFICIARY INFORMATION
(Beneficiaries can be updated anytime online at myservicecenter.childrensal.org)
Supplemental Term Life (use additional page if needed):
Primary Beneficiary Name: Primary’s Relationship to Employee: Primary’s Date of Birth Primary’s SSN#: Benefit %
Contingent Beneficiary Name: Relationship to Employee: Contingent’s Date of Birth Contingent’s SSN#: Benefit %
Spouse Supplemental Term Life: Employee is primary beneficiary of Spouse Life unless another primary beneficiary is named.
Primary Beneficiary Name: Primary’s Relationship to Employee: Primary’s Date of Birth Primary’s SSN#:
Contingent Beneficiary Name: Contingent’s Relationship to Employee: Contingent’s SSN #: Benefit %
AUTHORIZATION AND ACKNOWLEDGMENT
Your signature on this form requests the coverage provided and authorizes the required deduction(s) from your wages. Elections over the Guaranteed Issue amount
or late applications require an Evidence of Insurability form to be completed. You may revoke this authorization by providing written notice to your employer or
Hartford Life and Accident Company. In the event of any differences between the enrollment form and the insurance policy, I agree to be bound by the insurance
policy. For any questions, please contact Hartford Life and Accident Company Customer Service at 1-800-331-7234.
Employee Signature:
Date:
3.6

DO I NEED TO FILL OUT THE
EVIDENCE OF INSURABILITY FORM?
The following questions will help you determine if you need to fill out the
Evidence of Insurability Form.
Employee Life Insurance:
1. Are you a Newly Eligible Employee (31 days from date of hire to turn in all benefit elections to HR)?
Yes – continue to question 3
No – continue to question 2
2. Are you adding coverage during Open Enrollment?
Yes – Evidence of Insurability Form is required
No – continue to question 3
3. Are you electing over $200,000 in employee supplemental coverage?
Yes – Evidence of Insurability Form is required
No – Evidence of Insurability Form is NOT required
Spouse Life Insurance:
1. Are you a Newly Eligible Employee (31 days from date of hire to turn in all benefit elections to HR)?
Yes – continue to question 3
No – continue to question 2
2. Have you and your spouse been married for less than 31 days?
Yes – continue to question 3
No – Evidence of Insurability Form is required for all amounts
3. Are you electing over $30,000 in spouse coverage?
Yes – Evidence of Insurability Form is required
No – Evidence of Insurability Form is NOT required
Dependent Life Insurance:
1. Are you a Newly Eligible Employee (31 days from date of hire to turn in all benefit elections to HR)?
Yes – Evidence of Insurability Form is NOT required
No – continue to question 2
2. Did you acquire this dependent (birth or adoption) within the last 31 days?
Yes – Evidence of Insurability Form is NOT required
No – Evidence of Insurability Form is required
3.6a

REST AND RELAXATION
Children’s of Alabama believes that employees need time off to "recharge" their batteries and that
employees actually perform better in their jobs when we take time off as needed. Children’s of Alabama
provides time off plans to help employees balance their work and life. Please review your paid time off
benefit plans below so that you can make the most of your time off - for yourself and your loved ones.
These plans give you flexibility and many options for use, and most importantly, help protect your income
from unexpected work absences. Your two key time off benefits provided are Paid Time Off (PTO) Bank
and Extended Illness Bank (EIB). Employees working standard hours equal to .5 or higher are benefit
eligible and covered under PTO and EIB. 7/7 employees are eligible for EIB only.
Paid Time Off Bank (PTO)
Your Paid Time Off Bank (PTO) combines vacation, holiday and sick leave time into a flexible plan. Your
PTO Bank represents time off that is available to use as you decide (with your manager's approval to be off)
for…
Vacation
Personal / Family Needs (Parent/Teacher meeting, appointments, etc.)
Holidays (whichever holiday you prefer and can take off)
Short-term sickness - the first 5 days of any illness
(your own illness or that of your spouse, children or parents)
PTO is your time! You begin accruing PTO from your date of hire, and you may take approved time off
immediately. Also, you will accrue more PTO time as your service with Children’s of Alabama increases.
Children’s of Alabama provides an amount of time off that is very competitive with other companies and
hospitals. Think of your PTO Bank as just that - your bank of hours - so that you decide when to use it as
needs arise provided your manager is able to give you the time off.
©Children’s of Alabama 2012 3.7

Years of
Service
Total PTO
Days per Year*
Total PTO
Annual Hours
Hourly Accrual
Rate**
Maximum
Banked Hours
0 - 5 years 23 184 .0885 304
6 - 10 years 27 216 .1038 336
11 - 15 years 30 240 .1154 360
16 - 20 years 33 264 .1269 384
21+ years 35 280 .1346 400
* Based on a full time employee with 2,080 hours worked or paid PTO in the year.
** PTO accrues on an hourly basis for regular hours up to 80 hours per payperiod or paid PTO
hours.
What you need to know about accruing PTO…
+ To be eligible to accrue PTO, you must work 20 or more standard
hours a week.
+ Benefit eligible full-time and part-time employees accrue PTO hours
based on the PTO bank accrual schedule above. 7/7 employees do
not accrue PTO.
+ PTO accrues hours based on your hourly accrual rate times each
regular hour worked up to a maximum of 80 per pay period or PTO
hour paid each pay period.
+ You do not accrue PTO time when you use your EIB hours.
+ You do not accrue PTO on Overtime hours.
+ You will see your PTO bank balance on each paycheck summary you
receive. Keep track of your PTO balance to carefully plan your time
off. If you see your balance getting low, use time off sparingly until
you accrue more time. If you see your balance reaching the
maximum (120 hours over your annual accrual), plan some time off
soon or elect the annual PTO selling feature.
+ Your PTO hourly accrual factor will increase on the pay period you
reach your anniversary date of hire for the next higher accrual
level (start of the 6th year, 11th year, 16th year and 21st
year of service).
©Children’s of Alabama 2012
3.8

What you need to know about taking PTO…
+ PTO must be accrued before it can be used.
+ There is no waiting period for new hires; you can take PTO as soon as you
accrue it with manager approval.
+ PTO will be used for all approved absences from work with the exception of
bereavement (funeral) leave and jury duty.
+ Nonexempt (hourly) staff use PTO in 1-hour increments (rounding from the
½ hour).
+ Exempt (salaried) staff use PTO time in 8-hour increments (whole day) for
vacation or holidays and in 1-hour increments for short-term sick time.
+ Your PTO bank cannot have a negative balance. If your PTO bank is at zero
and you must take off, it will be unpaid.
Using PTO for Sickness
When you must miss work due to your own illness or due to your children who live with you, your spouse,
or your parent, your pay is continued through your PTO bank for the first 5 consecutive days of an illness.
This is why PTO accrues at a high enough level to include enough days for you to meet all combined
vacation, holiday and short-term sick days.
If you must miss work due to an hospital admission or an outpatient procedure, medically necessary under
general anesthesia or IV sedation, you are eligible to use your accrued Employee Illness Bank, Children’s
of Alabama short- term sick plan.
If your reason for being out is covered under the Family Medical Leave Act, you must complete the FML
paperwork for your supervisor; you may also need to provide physician certifications of the illness.
If the illness requires your absence beyond the 5 days, your pay will be continued through your Extended
Illness Bank up to the amount accrued.
Children’s of Alabama policy requires all absences from work to be approved by your supervisor. If you
will miss work due to sickness, contact your supervisor at least 3 hours before the start of your shift so that
work and staffing needs can be met. This is dependent on departmental policy; some departments use other
time frames.
©Children’s of Alabama 2012
3.9

Selling PTO Hours
PTO Selling is an attractive feature in those years where you were not able to take off enough time or prefer
the cash. You may elect to sell 20 to 120 PTO hours and receive it in the form of cash, less required tax
withholdings, on an annual basis. However, you must keep a balance of 40 PTO hours in your bank after
the PTO check is cut.
To participate in PTO Selling, you must complete a PTO Selling Form online at My Service Center no
later than December 30th, for a PTO check to be distributed to you the following November. IRS rules
require your irrevocable election prior to the start of the plan year.
Example: You see on your paycheck summary that you have 80 hours in
your PTO bank in December. You expect to accrue at least 216 PTO hours
next year, but only take 184 hours; this will leave you a balance on 112 PTO
hours. So you decide to sell 40 PTO hours to following November to use for
Christmas shopping. This will leave 72 hours for the "unexpected", which is
more than the required 40 hours you must keep in your PTO bank.
Donating PTO time
You may donate PTO time to a fellow employee who is in need and who qualifies for FML. This option is
totally voluntary. To do so, complete a PTO Donation form located on the Human Resources intranet
page. Your PTO bank will then be reduced by those hours, and the recipient's PTO bank will be increased
by the same amount. The recipient is then able to use the PTO hours at their rate of pay.
©Children’s of Alabama 2012
3.10

Extended Illness Bank (EIB)
Children’s of Alabama provides an Extended Illness Bank to meet pay continuation needs during
absences due to serious illness or maternity leave; time can be taken for your own illness/maternity leave
or the illness of your spouse, parents or children. Benefit eligible and 7/7 employees accrue EIB as
follows:
Days Per Year Accrued* Hourly EIB Accrual Rate Maximum EIB Hours
10 days .0385 720 hours (90 days)
* Assumes 2,080 regular hours worked or paid PTO. EIB accrues on regular hours worked or hours paid
PTO. EIB does not accrue on paid EIB hours.
EIB may be used for the following reasons:
The employee's serious illness or maternity leave of the employee (maternity leave up to the
FMLA approved period of 12 weeks), with physician certification of the illness and required
time of absence.
The serious illness of the employee's spouse, parents or children who live with them.
The reason for the illness must relate to the same criteria under the guidelines of the Family
Medical Leave Act.
Since EIB accrues at a slower rate it may take several years to accure sufficient hours for a 5-6
week medical absence. To help fill this gap you may choose to purchase a voluntary short term
disability policy to coordinate with your EIB balance. Refer to the Section on Voluntary
Benefits.
Important! Select procedures are eligible for immediate EIB use. See Family Medical Leave Specialist
in Human Resources to determine if your condition qualifies. However, the first 5 consecutive days
(40 hours) of any other illness must first be paid from your PTO bank. If the illness continues beyond
5 days, your pay will be continued from your EIB Bank with approved documentation.
©Children’s of Alabama 2012
3.11

Other Leave Time
Bereavement (Funeral) Leave
Children’s of Alabama provides paid time off (not charged to your PTO or EIB bank) for
bereavement as follows: Up to 3 days paid leave for the death of:
Spouse
Brother, sisters, stepbrothers, stepsisters
Child, stepchild, foster child who lives with you
Parents, step-parents
Grandparents and grandchildren
Current parents-in-law
Up to 1 day paid leave for the death of:
Brothers-in-law, sisters-in-law
Sons-in-law, daughters-in-law
Remember that you may use PTO bank hours if you need additional time off following the loss of a loved
one.
Bereavement leave is intented to fill the gap between your standard hours scheduled to work and your
actual hours worked. Example: If you are normally scheduled to work 40 hours, but due to funeral leave
you work only 24, you will receive 2 days (16 hours) of bereavement pay rather than the maximum 3 days
allowed. In no circumstance will bereavement pay be allowed to increase your hours beyond the standard
hours you are scheduled to work.
Jury Duty
You receive paid leave for any required jury duty or witness duty service; time will not be charged to your
PTO bank.
Military Leave
You may use your PTO bank hours for inactive duty or field training. Active duty will be paid subject to
the Uniformed Services Employment Rights Act.
Children’s of Alabama Human Resources Disciplinary Policies
Children’s of Alabama Human Resources policies define progressive discipline for tardiness or unplanned
absences from work. These policies have been updated with the initiation of the PTO plans. Your
supervisor can explain these policies to you.
©Children’s of Alabama 2012
3.12

FSA Covered Expenses
KNOW WHAT YOU CAN BUY WITH YOUR FSA DOLLARS
Your Flexible Spending Account (FSA) dollars can be used to pay for co-payments, co-insurance,
and deductibles. But that’ s not all. You can also use your FSA savings to pay for many expenses
in the following categories: Medical, Dental Care, Eye Care, and Over-the-Counter (OTC)
medications and products. Eligible items can vary by employer , so check the speci f cs of your
particular FSA plan.
Potentially Eligible Medical Expenses
Acupuncture
Alcoholism treatment
Ambulance
Artif cial limb
Autoette/Wheelchair
Bandages
Birth control pills
Braille books and magazines 3
Breast reconstruction surgery 2
Chiropractor
Christian Science Practitioner 4
Crutches
Diagnostic services
Disabled dependent medical care
Drug addiction treatment
Drugs and medicines (prescription & OTC eligible for
Health Care FSA)
Fertility treatment
Guide dog or other service animal
Hearing aids
Home care 5
Hospital services
Laboratory fees
Lead-based paint removal
Lodging essential to medical care 6
Maternity care & related services
Meals for inpatients 6
Medical information plan (fees to maintain
medical info in databank for your care)
Medical services (e.g., physician, surgeon, specialist)
Mentally disabled (special home) 7
Nursing home
Nursing services
Operations
Organ donor’s medical expenses & transportation
Osteopath
Oxygen
Prosthesis
Psychiatric care
Psychoanalysis
Psychologist
Special education 8
Sterilization
Stop-smoking program
Surgery
Telephone for hearing impaired
Television adapted for hearing impaired
Therapy
Transplants
Transportation essential to medical care
Vasectomy
Weight-loss program 9
Wig to replace hair lost to disease
X-ray
1
Assumes that your employer’s Flexible Spending Account (FSA) under the plan document and/or Summary Plan Description
(SPD) permits the reimbursement for expenses for “medical care” as de f ned in Internal Revenue Code §213(d). The SPD
is the communication about this plan provided to you by your employer. Some plans will be more narrowly def ned than this.
See your employer or benef ts administrator for details about what expenses are reimbursable through your FSA.
2
You can include in medical expenses the amount you pay for breast reconstruction surgery following a mastectomy for
cancer.
3
Only the amount above the cost of regular printed material will qualify.
4
You can include in medical expenses the fees you pay to Christian Science Practitioners for medical care.
3.13

FSA Covered Expenses
KNOW WHAT YOU CAN BUY WITH YOUR FSA DOLLARS
5
Nursing services are eligible (e.g., administer medication, changing dressings, bathing, grooming, etc.), but not expenses
for household or personal services.
6
You can include in medical expenses the cost of meals and/or lodging at a hospital or similar institution if a principal reason
for being there is to get medical care. You cannot include in medical expenses the cost of meals and/or lodging that are not
part of inpatient care.
7
May qualify where provided on doctor’s recommendation to aid transition to independent living or, where receiving treatment
for disabling medical condition.
8
You can include in medical expenses fees you pay on a doctor ’s recommendation for a child’s tutoring by a teacher who is
specially trained and qualif ed to work with children who have learning disabilities caused by mental or physical impairments,
including nervous system disorders.
9
Qualif es if recommended by physician to treat specif c condition;(e.g., obesity, heart disease, diabetes; however cost of food
does not qualify).
Potentially Eligible Prescription Medication Care Expenses
You can use your Flexible Spending Account (FSA) dollars to pay out-of-pocket expenses for
prescription drug co-payments and co-insurance. Please refer to the speci f cs of your particular FSA
plan, as eligible items can vary by employer.
Potentially Eligible Eye Care Expenses
Contact Lenses
Eyeglasses
Optometrist
Prescription Sunglasses
Eye Examinations
Eye Surgery (e.g. LASIK)
Potentially Eligible Over-the-Counter
Medication Expenses without a Prescription
(As of Jan. 1, 2011)
Band Aids
Birth Control
Braces & Support
Contact Lens Supplies
Denture Adhesives
Diagnostic Tests & Monitors
Elastic Bandages & Wraps
First Aid Supplies
Insulin & Diabetic Supplies
Ostomy Products
Reading Glasses
Wheelchairs, Walkers, Canes
Potentially Eligible Dental Care Expenses
Artif cial teeth
Dental treatment
Potentially Eligible Over-the-Counter
Medication Expenses WITH a Prescription
(As of Jan. 1, 2011)
Acid Controllers
Allergy & Sinus
Antibiotic Product
Antidiarrheal
Baby Rash Ointment
Cold Sore Medicines
Cough, Cold & Flu Medicine
Digestive Aids
Laxatives
Motion Sickness
Pain Relief
Respiratory Treatments
3.13a

FSA Covered Expenses
KNOW WHAT YOU CAN BUY WITH YOUR FSA DOLLARS
Potentially INELIGIBLE Health Care Expenses
The following products and services, within the health care and Over-the-Counter medication
categories, are NOT eligible for Flexible Spending Account (FSA) savings.
Baby-sitting, Childcare, and Nursing Services for
a Normal, Healthy Baby
Household Help
Illegal Operations and Treatments
Insurance Premiums (other than specif cally for
health insurance)
Maternity Clothes
Medical Savings Account (MSA)/Health Saving
Account (HSA) Contributions
Nutritional Supplements 2
Personal Use Items 3
Swimming Lessons
Teeth Whitening
Veterinary Fees
Weight-Loss Program not part of specif c disease
treatment
Ineligible Over-the-Counter Products
Aromatherapy
Baby Products (e.g., Bottles, Wipes, Baby Oil)
Breast Enhancements
Cosmetic Products (e.g., Makeup, Perfumes)
Dental Products (e.g., Toothbrush, Toothpaste,
Dental Floss)
Dietary/Nutritional Supplements (e.g., Ensure®,
Glucerna®, Slimfast®)
Feminine Care (e.g., Tampons)
Herbal Supplements
Sun Tanning Products
Toiletries (e.g., Deodorant, Shampoo,
ChapStick®)
Vitamins (for General Health/Routine Use)
1. You cannot include in medical expenses the amount you pay for unnecessary cosmetic surgery . This includes any procedure
that is directed at improving the patient’s appearance and does not meaningfully promote the proper function of the body
or prevent or treat illness or disease. You cannot include in medical expenses the amount you pay for procedures such as face
lifts, hair transplants, hair removal (electrolysis), teeth whitening and liposuction.
2. You cannot include in medical expenses the cost of nutritional supplements, vitamins, herbal supplements, etc. unless they
are recommended by a medical practitioner as treatment for a specif c medical condition diagnosed by a physician.
3. You cannot include in medical expenses the cost of an item used by personal living, or family purposes unless it is used
primarily to prevent or alleviate a physical or mental defect or illness.
3.13b

FLEXIBLE SP E ND ING ACC OUNT
Reimbursement Request Form
Instructions: Please print or type and complete all items under Personal Information. In order to receive reimbursement, you must
submit an Explanation of Benefits Statement (if applicable) from your insurance carrier, or an itemized statement that includes the provider
name, patient name, date of service, description of service, insurance responsibility (if applicable), and patient responsibility for each health
care claim. For dependent care reimbursement you have two choices: (1) Fill out all items in the Dependent Care Expenses section and
attach a receipt of your payment, OR (2) Fill in your dependent’s name, age, date of service and the requested amount, and have your Day
Care provider fill out the Affidavit of Dependent Care Provider. You must sign and date this form and attach any corresponding receipts
in order for us to process this claim. You have permission to photocopy this form.
Employer’s Name
Employee’s Name
Employee’s Social Security Number
P E R S O N A L I N F O R M A T I O N
Email Address
Date of Request
Daytime Phone Number
1.
2.
3.
4.
5.
6.
7.
8.
Patient Name Relationship Age
H E A L T H C A R E E X P E N S E S
Date of
Service
Type of Service (Medical,
Dental, etc.)
Total:
Requested
Amount
1.
2.
3.
D E P E N D E N T C A R E E X P E N S E S
Dependent’s Name Age Date of Service
From
Total:
To
Requested
Amount
A F F I D A V I T O F D E P E N D E N T C A R E P R O V I D E R
I have provided adult/child care for _______________________________________, age _______, for the period beginning ________
And ending __________. Services were provided by __________________________________________for a fee of $_____________.
________________________________________________ _____________________________ _____________________
Signature of Provider Tax ID# or SS Date
I, the undersigned, hereby certify that the above listed expenses have not been previously reimbursed from my Flexible Spending Account, nor are reimbursable from
any other source. I hereby authorize Flexible Corporate Plans, Inc. to obtain necessary information from all physicians, hospitals, daycare providers, employers and
all other agents in order to adjudicate the claim for reimbursement under the Benefit Plan established by my employer.
Employee Signature
Date
Flexible Corporate Plans, Inc.
P.O. Box 381717, Birmingham, AL 35238 (205) 995-1222 Toll Free: 1-888-505-4557 Fax: (866) 238-8224
3.14

Flexible Spending Accounts
Benefits Frequently Asked Questions
Q: What types of Flexible Spending Accounts are available?
A: A Health Care Account for healthcare reimbursement and a Dependent Care Account for child or elder
care reimbursement.
Q: How is using an FSA like giving myself a raise?
A: When you’re enrolled in an FSA, the money you contribute is deducted from your paycheck before it’s
taxed. The deducted money isn’t taxed and since its money you already use on health care expenses, you
end up saving. That means you’ll have more in your pocket for yourself.
Q: How do FSAs work?
A: First, estimate what your out-of-pocket healthcare and child/elder care expenses will be for the year.
Based on your estimate, you will then specify the amount of dollars you want to contribute to your FSA
for the year. You may contribute up to $5,000 to your Health Care Account and $5,000 to your
Dependent Care Account. Once you begin depositing money into your FSA, you can start getting
reimbursed for eligible expenses. You can be reimbursed up to the full amount of your annual Health
Care Account contribution, regardless of the amount you have deposited in your account. For your
Dependent Care Account, you can be reimbursed up to the amount you have deposited.
Q: Who is eligible to use a Dependent Care Spending Account?
A: The IRS designed DCSA to provide a tax benefit so you and your spouse can work or attend school fulltime.
If you are married, your spouse must be working or looking for work, attend school full-time, or
be physically or mentally unable to care for himself/herself. If you are divorced or legally separated,
then you may use a DCSA to pay for work-related dependent care expense during the time of year your
child lives with you.
Q: Who qualifies as an eligible dependent?
A: A dependent under the age of 13, or a dependent of any age who lives with you and is mentally or
physically unable to care for himself/herself.
Q: Who is eligible to use a Health Care Spending Account?
A: All benefits eligible employees except those that participate in the Consumer Driven Health Plan
(CDHP). CDHP participants may participate in a Limited Purpose FSA only. See the explanation of a
Limited Purpose FSA below.
Q: What is a limited purpose FSA?
A: If you are a participant in the Consumer Driven Health Plan then your Flex Card is a limited purpose
FSA. This means the IRS limits your eligible reimbursements to vision & dental expenses; post
deductible expenses (out of pocket expenses incurred after you meet the medical deductible under the
health plan) and over the counter drugs if prescribed by a physician. You should not make a
contribution to a Limited Purpose FSA unless you have already elected the maximum allowable
contribution under the HSA and anticipate your qualifying expenses will exceed this limit.
3.15

Q: When do I choose my contribution amount and can I change it anytime?
A: You choose your FSA contribution amount during your initial new hire eligibility period and annually
during open enrollment (usually in October). Open enrollment elections will be effective January 1st. Once
your contribution election becomes effective, you won’t be able to change it until the next open enrollment
period, unless there is a change in your eligibility status (e.g., marital status, having or adopting a child,
etc.). Remember you cannot be reimbursed for expenses incurred prior to your effective date.
Q: When can I use my FlexCard?
A: You can use your FlexCard at approved providers to instantly access your account. It allows you to pay
for eligible expenses and services at the point of service by automatically deducting the amount from
your FSA. No hassle and no waiting!
Q: What OTC products will be covered by FSA in 2011?
A: Beginning Jan. 1, 2011 some OTC drugs will require a prescription to purchase. In some cases a
merchant may not accept your FlexCard for the purchase of OTC meds. In this case you may submit a
manual claim along with a copy of the prescription.
Q: How do I check my balance?
A: Contact Flexible Corporate Plans at 205.995.1222 or online at www.flexcorp.com
Q: How do I set up direct deposit?
A: Direct Deposit forms along with instructions are available online at www.flexcorp.com and at
myservicecenter.chsys.org
Q: How do I set up my online account?
A: Online access is available at www.flexcorp.com. When setting up your account you will be asked for
your employee id number which for this website is your social security number. If you have questions
or problems, contact Flexible Corporate Plans at 205.995.1222.
Q: How do I request a replacement card or second card?
A: Contact Flexible Corporate Plans at 205.995.1222 if you need a replacement card or to report a stolen
card. To request a second card, print off Additional Card request form and submit it to Flexible
Corporate Plans.
Q: What if I do not use all the money in my account by the end of the year?
A: According to IRS guidelines, any unused funds will be lost. For this reason, it is important to carefully
estimate your out-of-pocket expenses AND to incur those expenses by December 31 st . You may be
reimbursed for eligible expenses incurred during the year until March 31 st .
3.16

Health Savings Accounts
Q. What is a Health Savings Account (HSA)?
A. The Health Savings Account – or HSA – is designed to help you
build tax-free savings for health care throughout your lifetime. You,
CHS, or anyone else can put money in the account.
Money contributed goes in tax-free, earns interest taxfree,
and can be used tax-free for IRS-approved expenses.
Contributing to a HSA can help you plan for your
healthcare expenses under the BCBS Consumer Driven
Health Plan.
The account is established with HSA Bank, and is similar
to an IRA except you can access these funds at any time
for the payment of qualified medical expenses.
Q. Who is eligible to establish an HSA?
A. You can establish an HSA if you are covered under the Blue Cross Consumer Driven
Health Plan. Also, you (or a covered dependent) must not be covered under any other health
insurance plan or Medicare, and you cannot be claimed as a dependent (other than spouse)
on another person’s tax return.
Q. Who can make contributions into an HSA?
A. Contributions can be made by the Children’s Health System, the participant, or any other
person on behalf of the employee/participant.
Q. What is the maximum Annual contribution into the HSA?
IRS limits for 2012 are:
‣ $3,100 maximum allowed contribution for individual plans (employee + employer)
‣ $6,250 maximum allowed contribution for family plans (employee + employer)
‣ $1,000 catch-up contribution allowed for individuals 55 and older
Q. What are the Advantages of an HSA?
‣ Contributions are made on a Pre-taxed basis
‣ Investment earnings are exempt from current income tax
‣ Withdrawals are tax free when used for qualified medical expenses.
‣ Account balances roll-over from year-to-year
‣ 100% Employee owned and 100% portable
Q. What are other HSA rules?
‣ Distributions are subject to penalties if not used for qualified expenses.
‣ Distributions cannot exceed current account balance
‣ Must be used in conjunction with High Deductible Medical plans only.
3.17

Q. What happens to balance if not used by the end of the year?
A. Account balances roll-over from year-to-year.
Q. How do I get reimbursed from the HSA?
A. You may use your current HSA balance anytime you incur qualified medical expenses.
You may withdraw funds from the HSA at any time. However, you as the owner must
maintain records of all medical expenses. It is you responsibility to prove the medical
expense was a qualified expense. Distributions are tax-free as long as the expenses are
qualified.
Q. Are insurance premiums reimbursable from my HSA?
A. Health insurance premiums do not qualify as medical expense. However, funds may
qualify for distribution if use for:
COBRA premiums
Long-term care insurance premiums (subject to annual dollar limits based on age)
Medicare Part B premiums
Early Retiree Health premiums for employer provided coverage
Q. How do I keep track of the account balance?
A. You will receive a statement of your account balance from HSA Bank.
Q. If I leave my job at Children’s, what happens to my HSA?
A. You own the account and immediately own any funds contributed to it, as well as any
earnings. The HSA is portable.
Q. What happens to my account upon death?
A. You have the right to designate the beneficiary of your choice. If your spouse is your
beneficiary, then he/she may continue to use the account for medical expenses. Anyone
other than your spouse will have the value included as gross income.
Q. If I have any questions regarding my HSA, who do I call?
A. HSA Bank at 1-800-357-6246.
3.18

©Children’s of Alabama 2012
3.19

Getting started
with Teladoc
You are only a few steps away from having 24/7 access to quality medical care with
Teladoc. Teladoc physicians are available to resolve your routine medical issues when
you need it, from wherever you happen to be. Complete the steps below to set up your
Teladoc account. Then when you want to Teladoc, we're just a call or click away.
Set up your account.
We've made the process quick and easy online. If you do not have access to a
computer, call 1-800-Teladoc for assistance.
1. Visit www.Teladoc.com.
2. Click Set up account.
3. Provide the required information.
Complete your Medical History Disclosure (MHD).
Your MHD provides Teladoc physicians with the information they need to make
an accurate diagnosis. Complete your MHD for the most complete care.
Online: Visit www.Teladoc.com and log in to your account. Complete
the My Health Record section.
Paper: Paper MHDs may be provided by your organization. Allow 14
days for account setup from the time Teladoc receives your form(s).
Call 1-800-Teladoc: Teladoc can help you complete your MHD over the
phone. There is a $12 charge for this service, unless otherwise noted by
your organization.
Request a consultation.
Once your account is set up, request a
consultation with a Teladoc physician
anytime and anywhere you need it.
Online: www.Teladoc.com
Phone: 1-800-Teladoc
When can you Teladoc?
In two words: Anytime. Anywhere.
Teladoc is simply a more convenient,
more affordable way for you to resolve
your routine medical issues.
• If you’re considering the ER, urgent
care center or minute clinic for a
non-emergency issue
• When you can’t reach your primary
care physician due to time,
weather, remote location, or a
disability
• On vacation, on a business trip, or
away from home
• For short-term prescription refills
What can you use it for?
Our physicians can diagnose,
recommend treatment and prescribe
medication for non-emergency
medical issues including:
• Sore throat
• Bronchitis
• Allergies
• Stuffy nose
• Poison ivy
• Pink eye
• Urinary tract infections
• Respiratory infections
• Sinus infections
24/7 on-demand access to board-certified physicians
Visit us: www.Teladoc.com or Call us: 1-800-Teladoc (835-2362)
Teladoc does not replace the primary care physician. Teladoc does not guarantee that a prescription will be written. Teladoc operates subject to state regulation and may not be
available in certain states. Teladoc does not prescribe DEA controlled substances, non-therapeutic drugs and certain other drugs which may be harmful because of their potential for
abuse. Teladoc physicians reserve the right to deny care for potential misuse of services. 09012010
3.20

Member FAQ
1. Does Teladoc replace my doctor?
No. Teladoc physicians do not replace your primary care physician.
2. Is the consult fee the same price, regardless of the time of day or night?
Yes! Teladoc charges one flat rate, 24 hours a day, 7 days a week.
3. How do I request an appointment to talk with a physician?
After enrolling as a member, logon to your account at www.Teladoc.com and request a
consult. You can also call 1.800.Teladoc any time day or night and a representative will
request your medical consult.
4. How quickly can I talk to the doctor?
Our average call back time is usually under thirty minutes, but all calls are guaranteed
within three hours or the consult is free. Note: If a member misses the call from the
consulting physician (away from phone or anonymous call blocker is on), he is returned to
the waiting list and his three hour guaranteed time period starts over. After three missed
calls, the consult request is cancelled.
5. How do I pay for a prescription called in by Teladoc?
When you go to your pharmacy of choice to pick up your prescription, you may use your
health/prescription insurance card to help pay for the medication. You will be responsible
for the co-pay based on the type of medication and your plan benefits.
6. Can I get this information to my doctor?
Yes. You have access to your portable electronic medical record. You can access your
account online or by calling 1.800.Teladoc and have your medical record mailed or faxed to
you to give to your doctor.
7. Can you provide services related to psychiatric or dental care needs?
No. At this time, Teladoc is providing medical care related to routine medical issues only.
8. If I call Teladoc and the recommendation is that I see my primary care physician or a
specialist, do I still have to pay the consult fee?
Yes. Just like any doctor appointment, you must pay for the consulting physician’s time.
9. How can I pay for the consult?
You may pay with a credit card, debit card or checking account.
24/7 on-demand access to board-certified physicians
Visit us: www.Teladoc.com or Call us: 1-800-Teladoc (835-2362)
Teladoc does not replace the primary care physician. Teladoc does not guarantee that a prescription will be written. Teladoc operates subject to state regulation and may not be
available in certain states. Teladoc does not prescribe DEA controlled substances, non-therapeutic drugs and certain other drugs which may be harmful because of their potential for
abuse. Teladoc physicians reserve the right to deny care for potential misuse of services. 09012010
3.21

American Behavioral
Employee Assistance Program
Children’s of Alabama
BASIC Employee Assistance Program SERVICES
Marital Problems
Disagreements over money, getting to know each other all over again when the last child
has left home, dealing with a spouse's attraction to someone else, or inability to
communicate, can indicate trouble in a marriage. Professionals can help sort out the
problem areas, so that families can look at possible solutions and make appropriate .
decisions toward resolving the problem.
Family Relationships
Troubles within a family may include having difficulty communicating with a rebellious
teenager over alcohol or other drug experimentation; disagreements with in-laws or helping
children accept divorce, when appropriate. We can help find the resources for coping with
them.
Emotional Difficulties
Most people experience periods of depression, grief, loss, or loneliness som etime during
their lives. Others experience undue anxiety or panic attacks and phobias. If one of these
continues for a long period of time, affecting relationships and/or productivity at work, the
assistance of a professional can be helpful.
Work Related Problems
Whether it is adjusting to a new position, not getting along with some of the co-workers or
wanting to advance in o ne's career, job related problems could be stressful. Professionals
can direct employees to appropriate resources for confronting these issues.
Financial Stressors
Some participants who have over-extended themselves, have been unable to make monthly
payments, or unable to save for retirement. We will provide information on dealing with
budgeting and money management. In more severe cases, we will refer to professionals
who teach practical money management or to consumer credit counseling for more options.
Alcohol and Other Dependency Assessment
Chemical dependency, which includes alcoholism and other drug addiction, disrupts the
whole family. Chemical dependency is an illness, and it can be treated. We offer complete
assessments and referral to the most appropriate resource. Our services include supervisor
orientation to aid in the recognition and intervention of impaired employees.
EAP services are free to employees, spouses and dependent children. Call 879-7957 within the greater
Birmingham, Alabama area or 1-800-925-5327 outside the local area. All calls are strictly confidential
and you have access to a competent staff with 24-Hour availability for crisis and non-crisis issues.
©Children’s of Alabama 2012 3.22

Managing your
Diabetes has its own
Rewards.
Plus we’ll give you a
few more.
BLUE CROSS BLUE SHIELD OF ALABAMA CDHP HEALTH PLAN MEMBERS
WHY PARTICIPATE?
Monitoring your diabetes helps to improve your health.
Managing your diabetes helps you reduce your risk for heart disease and stroke.
Completing the program steps allows you to keep your diabetes in check and earn $35 monthly
rewards—that’s $420 a year.
PROGRAM STEPS
Step 1: Register on the Good Health Gateway Diabetes Care Rewards Program website at
www.GoodHealthGateway.com
If you do not have access to a computer or you are not comfortable registering online, call our HelpLine.
We will be happy to register you and send you information in the mail.
Call us toll-free at (800) 643-8028.
Step 2: Complete each important medical examination and lab test listed below to help you manage your
diabetes.
There is a great chance your doctor is already recommending and having you complete these activities.
Annual foot exam (complete once a year)
Annual eye exam, if recommended by your physician, or physician waiver (complete once a year)
Annual laboratory work-up of your fasting blood lipid levels (complete once a year)
Annual laboratory work-up of your urine/protein levels (complete once a year)
Laboratory work-up of your Hemoglobin A1c levels every 6 months (complete every 6 months)
Many people are already meeting the program requirements and will only need to have their
Provider Confirmation Form described in Step 3 below completed. Health activities you have
already completed in the past year count towards meeting the program requirements.
Step 3: Provide us with documentation from your health care provider(s) to show that you have
completed the diabetes exams and lab tests listed above in Step 2.
Please print out the Provider Confirmation Form from our website. Give the form to your health care
provider(s) to complete, sign, and then fax to us at (877) 378-4480. When we receive your form(s), you
will start receiving your $35 monthly reward.
Note: You will need to submit a new form EACH time you update an exam/lab test.
Participation in the program is voluntary. Under no circumstances will any medical or health information
about you or your participation in this program be shared with Children’s of Alabama.
3.23

Managing your
Diabetes has its own
Rewards.
Plus we’ll give you a
few more.
BLUE CROSS BLUE SHIELD OF ALABAMA PPO AND VIVA HEALTH PLAN MEMBERS
WHY PARTICIPATE?
Monitoring your diabetes helps to improve your health.
Managing your diabetes helps you reduce your risk for heart disease and stroke.
Completing the program steps allows you to receive diabetes medications and most diabetic supplies
for $0 co-pays which means they are absolutely FREE to you. When you complete the steps below, we
will send you a GHG Rx Rewards Card to use at your local, in-network pharmacy or the program specific
mail order service, CAREMARK ® .
PROGRAM STEPS
Step 1: Register on the Good Health Gateway Diabetes Care Rewards Program website at
www.GoodHealthGateway.com
If you do not have access to a computer or you are not comfortable registering online, call our HelpLine.
We will be happy to register you and send you information in the mail.
Call us toll-free at (800) 643-8028.
Step 2: Complete each important medical examination and lab test listed below to help you manage your
diabetes.
There is a great chance your doctor is already recommending and having you complete these activities.
Annual foot exam (complete once a year)
Annual eye exam, if recommended by your physician, or physician waiver (complete once a year)
Annual laboratory work-up of your fasting blood lipid levels (complete once a year)
Annual laboratory work-up of your urine/protein levels (complete once a year)
Laboratory work-up of your Hemoglobin A1c levels every 6 months (complete every 6 months)
Many people are already meeting the program requirements and will only need to have their
Provider Confirmation Form described in Step 3 below completed. Health activities you have
already completed in the past year count towards meeting the program requirements.
Step 3: Provide us with documentation from your health care provider(s) to show that you have
completed the diabetes exams and lab tests listed above in Step 2.
Please print out the Provider Confirmation Form from our website. Give the form to your health care
provider(s) to complete, sign, and then fax to us at (877) 378-4480. When we receive your form(s), you
can start receiving your diabetes medications and supplies for free using your GHG Rx Rewards Card.
Note: You will need to submit a new form EACH time you update an exam/lab test.
Participation in the program is voluntary. Under no circumstances will any medical or health information
about you or your participation in this program be shared with Children’s of Alabama.
3.24

Section 4

Sunday Monday Tuesday Wednesday Thursday Friday Saturday
New Year’s Day
Martin Luther King Jr.
Day
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
Mother’s Day
Memorial Day
May Day
Cinco de Mayo
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
Grandparents Day
Labor Day
First Day of Fall
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
Valentine’s Day
Presidents’ Day Mardi Gra Ash Wednesday
Leap Day
Groundhog Day
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
Father’s Day
First Day of Summer
Flag Day
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
Columbus Day
Halloween
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
Daylight Saving Time
Begins
First Day of Spring
St. Patrick’s Day
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
Canada Day
Independence Day
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
Daylight Saving Time
Ends
Veterans Day
Election Day
All Saint’s Day
Thanksgiving
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
April Fool’s Day
Palm Sunday Good Friday Passover Begins
Easter Sunday
Earth Day
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
Christmas Eve
New Year’s Eve (31) Christmas Day Kwanzaa Begins
Pearl Harbor
Remembrance Day
First Day of Winter
Hanukah Begins
JANUARY
S M JANUARY T W 2012 T F S
1 2 3 4 5 6 7
Corporate SpeCial ServiCeS, inC.
2012
205.987.4800 800.239.2774 Fax 205.987.9363
Pay Dates for Children’s of Alabama
Order reports online at www.cssi.net
FEBRUARY
S M FEBRUARY T W 2012 T F S
29 30 31 1 2 3 4
2011
MARCH
S M MARCH T W 2012 T F S
26 27 28 29 1 2 3
APRIL
S M T APRIL W 2012 T F S
1 2 3 4 5 6 7
8 9 10 11 12 13 14
5 6 7 8 9 10 11
4 5 6 7 8 9 10
8 9 10 11 12 13 14
15 16 17 18 19 20 21
12 13 14 15 16 17 18
11 12 13 14 15 16 17
15 16 17 18 19 20 21
22 23 24 25 26 27 28
19 20 21 22 23 24 25
18 19 20 21 22 23 24
22 23 24 25 26 27 28
29 30 31 1 2 3 4
26 27 28 29 1 2 3
25 26 27 28 29 30 31
29 30 1 2 3 4 5
MAY
S M T MAY W 2012T F S
29 30 1 2 3 4 5
JUNE
S M T JUNE W 2012T F S
27 28 29 30 31 1 2
JULY
S M T JULY W 2012T F S
1 2 3 4 5 6 7
AUGUST
S M AUGUST T W 2012 T F S
29 30 31 1 2 3 4
6 7 8 9 10 11 12
3 4 5 6 7 8 9
8 9 10 11 12 13 14
5 6 7 8 9 10 11
13 14 15 16 17 18 19
10 11 12 13 14 15 16
15 16 17 18 19 20 21
12 13 14 15 16 17 18
20 21 22 23 24 25 26
17 18 19 20 21 22 23
22 23 24 25 26 27 28
19 20 21 22 23 24 25
27 28 29 30 31 1 2
24 25 26 27 28 29 30
29 30 31 1 2 3 4
26 27 28 29 30 31 1
SEPTEMBER
S M SEPTEMBER T W 2012 T F S
26 27 28 29 30 31 1
OCTOBER
S M OCTOBER T W 2012 T F S
30 1 2 3 4 5 6
NOVEMBER
S M NOVEMBER T W T 2012 F S
28 29 30 31 1 2 3
DECEMBER
S M DECEMBER T W 2012 T F S
25 26 27 28 29 30 1
2 3 4 5 6 7 8
7 8 9 10 11 12 13
4 5 6 7 8 9 10
2 3 4 5 6 7 8
9 10 11 12 13 14 15
14 15 16 17 18 19 20
11 12 13 14 15 16 17
9 10 11 12 13 14 15
16 17 18 19 20 21 22
21 22 23 24 25 26 27
18 19 20 21 22 23 24
16 17 18 19 20 21 22
23
/30 24 25 26 27 28 29
28 29 30 31 1 2 3
25 26 27 28 29 30 1
23
/30
24
/31 25 26 27 28 29
Elected Deduction Schedule:
² First check of each month
• Aetna LTC
² Second check of each month
• United Way
² Each check
• Medical
• Dental
• Vision
• Life
• Flexible Spending Account
• Health Savings Account
• 401k Contributions, including loan repayments
• MetLife
• Parking
• Unum Provident Whole Life
• Red checks indicate an actual check
• Log onto myservicecenter.chsys.org to view your paycheck
© Children’s of Alabama 2012
4.1

Introduction
The time and labor system in use at Children’s of Alabama is a part of the PeopleSoft
Human Resources Management Applications suite of software. This system has a large
scope of functionality but this class is focused on only the time and labor part. The
PeopleSoft time and labor integrates an electronic collection method, punch time
processing, reports, and payroll.
Time Clock Procedures (Non Exempt Employees)
The devices used to collect punched time are TimeLink time clocks. The clocks are used
to capture the following punch types:
1. Punch
2. Out Punch
3. Callback
4. Education/Seminar
5. Orientation/Paid Non-Productive
6. Transfers
Card Swiping
Before swiping your card select a function on the clock. Place badge with face side up
and such that the first letter of you first name goes into the slot. Your badge should have
the bar code part of the ID placed inside the bar code reader. Swipe your card in any
direction. Please note that you have a limited time to swipe your card.
If you have successfully swiped three things should have happened.
1. Your badge ID number should have displayed in the clock window.
2. A single beep should have been heard.
3. The green light above the reader should have shown.
© Children’s of Alabama 2012
4.2

Button Functions on Time Clock
• Button #1 (box with arrow pointing in the box): This is the
clock in function to use this function press the button. Now you
will be prompted to swipe your badge.
• Button #2 (arrow out of box with dinner plate): Clock out for
lunch.
• Button #3 (arrow in box with dinner plate): This does nothing
and is not used or activated.
• Button #4 (box with arrow pointing out of box): This is the
clock out function to use this function press the button. Now
you will be prompted to swipe your badge.
• Button #5 (box with question mark): This is the Total Hours
function it will give you your cumulative hours worked. To
use this function press the button. Now you will be prompted
to swipe your badge.
• Button #6
• Button #7 and #8 (arrows up or down respectively): These
button are used to scroll the displayed information up and
down in conjunction with the use button # 5 and/or #6.
© Children’s of Alabama 2012
4.3

• Button F1: This button is used to start Callback. To use this
function press the F1 button. Now you will be prompted to
swipe your badge. After you have finished callback use the
button #4 to end callback (see Button #4 instructions).
• Button F2: This button is used for Education/Seminar. To use
this function press the F2 button. Now you will be prompted to
swipe your badge. After you have finished Education/Seminar
use the button #4 to end Education/Seminar (see Button #4
instructions).
• Button F3: This button is used for Orientation/Paid Non-
Productive. To use this function press the F3 button. Now you
will be prompted to swipe your badge. After you have finished
Orientation/Paid Non-Productive use the button #4 to end
Orientation/Paid Non-Productive (see Button #4 instructions).
• Button F4: This button is used to transfer time to another department. To use this
function press the F4 button. Now you will be prompted to swipe your badge.
You will then be prompted to key the department number that you will be
working in. After you keyed the four digit number select the check mark button to
finish. Please note you have a limited time to key the department code in to the
time clock. After you have finished working in the other department use the
button #4 to end (see Button #4 instructions).
© Children’s of Alabama 2012
4.4

Diversity
People are identified in several different ways:
• Whether they are male or female
• Country of their birth
• The color of their skin
• Their accent (southern, northern, western, etc.)
• Their jobs (pharmacy, engineering....)
• Their titles (staff, manager, ...)
• Where they live (Homewood, Pell City, Birmingham, Shelby County...)
• Age
• Physical appearance (weight, height, body built. ..)
• Religion
• What they eat (vegetarian)
• Where they attended school (Alabama, Auburn, Jefferson State....)
• Their values and beliefs
• Hearing, sight, and language
• How they like to learn
• Perception of time (Do they focus on the future? Do they focus on the
now? Do they expect immediate answers to their questions?)
Patients and families seen at Children’s of Alabama come from many walks of life,
varying religious preferences, ages, ethnic backgrounds and many other differences. We
see patients that are from Alabama, Georgia, Mississippi, Florida, Mexico, Korea, China,
and many other areas.
They have many religious beliefs. Some include:
• Baptist
• Muslim
• Presbyterian
• Catholic
• Jewish
At Children’s of Alabama all patients and families can expect to be treated respectfully
by all employees. They should be provided an interpreter, when needed. Their treatment
should include considerations for their beliefs, values, and preferences.
At Children’s of Alabama "Children are the Center of our Lives" and can expect to
be respected as an individual with their beliefs and needs included in their
treatment.
© Children’s of Alabama 2012 4.5

Red Flags Re: Child Abuse
What Is Child Abuse
Child abuse or child maltreatment is harm (or risk of harm) caused by a parent, caretaker, or another person
who is responsible for the care and safety of a child.
The four major types of child abuse or child maltreatment are:
1. Neglect: failure to provide for a child's basic needs
2. Physical Abuse: physical injury as a result of punching, beating, kicking, biting, burning,
shaking, stabbing, choking, or otherwise harming a child.
3. Sexual Abuse:includes fondling a child's genitals, penetration, incest, rape, sodomy, indecent
exposure, commercial exploitation through prostitution or the production of pornographic
materials.
4. Emotional Abuse: includes constant criticism, threats, or rejection as well as withholding
love, affection, support, or guidance.
Risk Factors
Child abuse and neglect occur in all segments of our society, but the risks are greater in families where
parents:
• abuse alcohol and drugs
• are isolated from family, friends, communities, and other sources of support
• have difficulty controlling their anger
• appear uninterested in the care, nourishment, or safety of their children
• have serious economic, housing, or personal problems
• involved with domestic violence
Warning Signs
Common warning signs that children are likely victims of abuse include:
• nervousness around adults
• aggressions towards adults and other children
• inability to stay awake or concentrate for extended periods of time
• sudden dramatic changes in personality or activities
• acting out sexually or showing interest in sex that is inappropriate for his or her age
• frequent or unexplained bruises or injuries
• low self-esteem
• poor hygiene
Reporting Child Abuse
As a healthcare professional, you are mandated by law to report incidents of suspected abuse. Within the
Children’s of Alabama, when abuse is suspected the Social Services Department in conjunction with medical
and nursing staff makes the reports to the appropriate authorities (Department ofHuman Resources and/or
law enforcement) so that an investigation can be done. If you suspect that a child is being harmed or is at
risk for being harmed, please contact The Social Services Department at 939-9684. The Jefferson County
Department of Human Resources may be contacted at 324-2135.
Portions of the above information was taken from the publication, What Everyone Can Do To Prevent
Child Abuse, U.S.Department of Health and Human Services
© Children’s of Alabama 2012 4.6

Section: Patient Care
Administrative Policy and
Procedure Manual
ADM-PC 00: Patient/Parent
Bill of Rights and
Responsibilities
Written: 9/79
Current Review/Revised: 1/10
Next Scheduled Review: 1/13
Disclaimer: This policy rescinds
any previous publication covering
the same material
Page 1 of 9
Purpose
To identify and state the rights and responsibilities applicable to patients securing care
at Children’s of Alabama.
Policy
It is the policy of this institution to treat all patients with respect and courtesy
recognizing their rights as human beings.
Patient/Parent Rights
Parents and legal guardians have the duty and authority to provide for the health
care needs of their children. As a result, Children’s of Alabama relies, to the extent
allowed by law, upon the consent of a custodial parent, legal guardian, or other
legally-authorized person when admitting or treating un-emancipated minor
children (18 years of age or younger), except in those instances where Alabama law
grants a minor the authority to consent or when a physician has the right to proceed
without consent. Parents, legal guardians, or other legally authorized persons may
expect the following concerning the care and treatment of an un- emancipated
minor child, to the extent allowed by law:
A. The hospital’s reasonable response to his/her request and need for
treatment or service, within the hospital’s capacity, its mission, and
applicable law and regulation.
B. Impartial access to medical treatment or accommodations that is
available and medically indicated without consideration of race, creed,
sex, religion, national origin, ethnicity, or source of payment for care.
C. The right to have cultural, psychosocial, spiritual, and personal values,
beliefs and preferences respected, including the right to pastoral and
other spiritual services.
D. Considerate and respectful care with the recognition of personal dignity
supportive of a positive self-image.
E. Personal and informational privacy as manifested by the following rights:
4.7

Section: Patient Care
Title: ADM-PC 00 Patient/Parent
Bill of Rights and
Responsibilities
Page 2 of 9
1. The right to limit visitors or visits by other persons not directly
involved in the patient’s care.
2. The right of the patient to wear appropriate personal clothing and
religious or other symbolic items, as long as these do not interfere
with diagnostic procedures or treatment.
3. The right of the patient to be interviewed and examined in
surroundings designed to assure reasonable visual and auditory
privacy.
4. To expect that any discussion or consultation involving his/her
case will be conducted discreetly and that individuals not directly
involved in his/her care will not be present without the patient’s
permission.
5. To expect all communications, clinical and other records
pertaining to his/her care, including the source of payment for
treatment, be treated as confidential.
6. The right to access information contained in records in a
reasonable time frame.
7. The right of the patient to be placed in protective privacy when
considered necessary for personal safety.
8. The right to personal privacy for the patient and confidentiality of
information relating to the patient within limits of the law. The
patient and the patient’s legally authorized representative have the
right of access to the information contained in the patient’s
medical record within limits of the law.
9. The right of the patient to receive the privacy rights granted by the
federal health care privacy law called the Health Insurance
Portability and Accountability Act of 1996 (HIPAA).
F. The right to have family or a designated representative notified of your
admission to the hospital upon request.
G. The right of the patient to have his/her personal physician notified of
admission to the hospital upon request.
H. The right of the patient to timely information necessary to enable
him/her to make treatment decisions that reflect his/her wishes.
I. The right of the patient to participate in dilemmas or ethical questions
about his/her care.
J. Adult inpatients (19 years of age or older or 18 years of age if married)
have the right to formulate advance directives, including the designation
of a surrogate decision maker, and to have hospital staff and
practitioners who provide care in the Children’s of Alabama comply with
these directives.
K. The right to include or exclude any family members from participating in
health care decisions.
4.8

Section: Patient Care
Title: ADM-PC 00 Patient/Parent
Bill of Rights and
Responsibilities
Page 3 of 9
L. Reasonable safety insofar as the hospital practices and environment are
concerned.
M. The right to be treated in a secure environment.
N. The right to know the identity and professional status of individuals
providing service and to know which physician or other practitioner is
primarily responsible for his/her care. This includes the patient’s right to
know of the existence of any professional relationship among individuals
who are treating him/her, as well as the relationship to any other health
care or educational institutions involved in his/her care. Participation by
patients in clinical training programs or in the gathering of data for
research purposes should be voluntary.
O. The right to obtain from the practitioner responsible for coordinating
his/her care, complete and current information concerning diagnosis (to
the degree known), treatment, outcomes of care, including unanticipated
outcomes, and any known prognosis. This information should be
communicated in terms the patient can reasonably be expected to
understand. When it is not medically advisable to give such information to
the patient, the information should be made available to a legally
authorized individual.
P. The right to refuse care, treatment, and services in accordance with law
and regulation and the right to be informed of the medical
consequences of refusing treatment to the extent permitted by law.
Q. The right to be free from all forms of abuse, neglect, harassment, and
exploitation including mental, physical, sexual, and verbal.
R. The right of the patient to have reasonable access to people outside of
the hospital by means of visitors, and by verbal and written
communication (including access to an interpreter, if necessary) as is
medically appropriate.
S. The right to the reasonable, informed participation in decisions involving
his/her health care. To the degree possible, this should be based on a
clear, concise explanation of his/her condition and of all proposed
technical procedures, including the possibilities of any risk of mortality
or serious side effects, problems related to recuperation, and probability
of success. The patient should not be subjected to any procedure
without the voluntary, competent, and understanding consent of a
person authorized to give effective consent, unless a physician has the
right to proceed without consent. Where medically significant
alternatives for care or treatment exist, that information should be
communicated to the person(s) making the decision regarding care or
treatment.
4.9

Section: Patient Care
Title: ADM-PC 00 Patient/Parent
Bill of Rights and
Responsibilities
Page 4 of 9
T. The right to know the name of the physician(s) and other practitioners
authorizing and delivering care, treatment, and services.
U. The right to be informed if Children’s of Alabama proposes to
engage in or perform human experimentation or other research or
educational projects affecting the patient’s care or treatment and the
right to refuse to participate in any such activity.
V. The right to be informed of and gain to access protective and advocacy
services.
W. The right to consult with a specialist (at his/her own request and
expense).
X. The right not to have the patient transferred to another facility unless
you have received a complete explanation of the need for the transfer
and of the alternatives to such a transfer has been given. Further, the
transfer must be acceptable to the other facility.
Y. The right to be informed by the practitioner responsible for care or
his/her delegate of any continuing health care requirements following
discharge from the Children’s of Alabama needed to facilitate
continuity of care.
Z. The right to request and receive an itemized and detailed explanation of
the total bill for services rendered in the Children’s of Alabama.
AA.
BB.
CC.
The right to be informed of the Children’s of Alabama rules and
regulations applicable to the patient’s conduct.
The right to be free from the use of seclusion or restraints of any form
that are not medically necessary.
The right to appropriate pain assessment and management.
Patients who are emancipated minor children and adults shall also have the rights
stated herein.
Patient/Parent Responsibilities
Patients, and their parents, legal guardians, or other persons legally responsible for
the patient, have the following responsibilities:
1. To provide, to the best of your knowledge, accurate and complete
information about present complaints, past illnesses, hospitalizations,
medications, unexpected changes in condition, and other matters relating to
the patient’s health, including any patient safety risks or concerns and
4.10

Section: Patient Care
Title: ADM-PC 00 Patient/Parent
Bill of Rights and
Responsibilities
Page 5 of 9
unexpected changes in condition.
2. To ask questions if you do not understand what you have been told about
your medical condition, care, treatment, and services, or what you are
expected to do and to report whether a contemplated course of action has
been adequately explained.
3. To follow the treatment plan recommended by the patient’s health care team
and express any concerns about inability to follow such plans. Patients and
families are responsible for accepting the consequences of not following the
care, treatment, and service plan.
4. To assure that the financial obligations of the patient’s health care are
fulfilled as promptly as possible.
5.To follow hospital rules and regulations affecting patient care and conduct.
6. To be considerate of the rights of other patients and hospital personnel,
including respecting the property of other patients and Children’s of
Alabama, their right to personal and informational privacy, and to assist in the
control of noise, smoking, and the number of visitors. their right to personal
and informational privacy,
Mechanism Of Initiation, Review, and Resolution Of Patient/Parent
Complaints/Grievances or Concerns
1. Children’s of Alabama has Patient Representatives who are responsible for
the review, and follow-up of all patient complaints/grievances.
Complaints/grievances received by the Patient Representative are obtained
through personal contact with the patient, parent, or legal guardian, or
through letters or survey questionnaires or referrals from hospital or
Medical Staff. The Patient Representative can be reached at 939-9191 or by
requesting the Nursing Supervisor through the hospital’s Switchboard. An
individual is available 24 hours per day to respond to complaints/grievances.
In addition to phone or face-to-face contact, complaints/grievances may be
submitted in writing to: Children’s of Alabama, Patient Relations Department,
1600 7 th Avenue South, Birmingham, Alabama 35233.
2. All internal and external customer complaints and process problems will be
addressed at the time of the occurrence in an effort to resolve the
customer complaint and/or review and improve the process. Grievances
will be responded to in writing within seven days in most cases.
3. Complaints may also be submitted verbally to the Alabama Quality
Assurance Foundation at their toll-free number (800) 760-3540 or in
writing to Alabama Quality Assurance Foundation, Suite 200 West, Two
4.11

Section: Patient Care
Title: ADM-PC 00 Patient/Parent
Bill of Rights and
Responsibilities
Page 6 of 9
Perimeter Park South, Birmingham, AL 35243 or to the Alabama State
Department of Public Health at their toll-free number (800) 356-9596 or
in writing to Alabama State Department of Public Health, Division of
Health Care Facilities, 201 Monroe Street, Suite 600, Montgomery,
Alabama 36104. Complaints/Grievances may be submitted to the
Alabama Quality Assurance Foundation and to the Alabama State
Department of Health regardless of whether or not the
complaint/grievance has been reported to the Children’s of Alabama.
Patients are informed of whom to contact within the hospital and are
provided the phone number of the Alabama Quality Assurance
Foundation and the Alabama State Department of Public Health hotline in
the informational packet received upon admission. In addition, these
numbers are listed in the Patient/Parent Bill of Rights and Responsibilities
information given upon admission to the Hospital and in the Patient
Information Booklet. The Children’s of Alabama website provides access
to the Joint Commission's Office of Quality Monitoring.
5. The Board of Trustees has delegated the Patient Relations Department as
the coordinator of the complaint and grievance processes. Complaints
and process problems will be collected and trended by the Patient
Relations Department. Identified trends will be forwarded to the
appropriate Hospital or Medical Staff director for action. If necessary, the
Patient Relations Department may directly refer issues (regardless of
whether they are resolved or unresolved) to the appropriate Administrator
or other decision making body. Identified individual trends will be
included in the employee or physician quality profile.
6. The Grievance Committee shall be comprised of the Manager of Patient
Relations, the Medical Director, the Patient Safety/Risk Management
Officer, and the Director of Performance Improvement. The HIPAA Privacy
Officer and the HIPAA Security Officer will serve on the Committee on an
ad hoc basis if there are any privacy and/or security issues, respectively.
The Grievance Committee has been delegated the responsibility of
reviewing and resolving grievances by the Board of Trustees.
Procedure
1. The patient or his/her representative may ask to file a grievance with any
staff member. The staff member will immediately contact the Department
of Patient Relations or House Supervisor (when Patient Relations is
unavailable). The staff member reviewing the grievance with the grievant
will advise the grievant of the process and time frame for resolution. When
complaints or grievances are received by the Patient Relations Department,
the Patient Representative will make every effort to obtain the full name,
phone number, and address of the complainant.
A complainant may file a complaint at the point of care/service with any
staff member and expect an inquiry with the goal of explaining the
situation or resolving the complaint. Any complainant may request
4.12

Section: Patient Care
Title: ADM-PC 00 Patient/Parent
Bill of Rights and
Responsibilities
Page 7 of 9
assistance from the Patient Representative or his/her designee in filing a
complaint. Complaints which cannot be resolved at the departmental
level will be referred to the Patient Representative or House Supervisor (if
the Patient Representative is unavailable).
The Patient Representative or other designated staff present will respond
to the patient or his/her designee, indicating the complaint has been
received. The Patient Representative or other designated staff present
will obtain the details from the complainant. The complaint will be
resolved. If the complaint cannot be resolved at the time of the
complaint by the staff present, it will be treated as a grievance. NOTE:
Those post-care verbal communications regarding patient care that
would routinely have been managed by staff present if the
communication had occurred during the stay/visit are not required to be
defined as a grievance.
2. The Patient Representative will review the issue identified and determine if
the complaint should be defined as a grievance or complaint.
Definitions
Complaint: A verbal expression of dissatisfaction by a Children’s of
Alabama patient, family member, guardian, surrogate
decision maker, or authorized representative about care
and/or services provided by Children’s of Alabama. A
complaint may address dissatisfaction with care, health
services, or other ancillary services (such as parking or
food). Claims of malpractice are not addressed in this
process, but in a legal forum. A complaint is a situation
that can be resolved by staff present at the time the
complaint is received.
Complainant: A person who expresses a complaint.
Staff Present: Includes any Children’s of Alabama staff or physician
present at the time of the complaint or who can quickly
be at the patient’s location (i.e. department director,
Patient Relations staff, Nursing Supervisor, Administrator,
etc.) to resolve the patient’s complaint.
Grievance:
A written or verbal complaint (when the verbal complaint is
not resolved at the time of the complaint by staff present)
by a patient, or patient’s representative to any Children’s
of Alabama staff regarding the patient’s care, abuse or
neglect, issues related to the hospital’s compliance with the
CMS Hospital Conditions of Participation, or a Medicare
beneficiary billing complaint related to patient rights,
Exceptions would be disagreements regarding lost or
4.13

Section: Patient Care
Title: ADM-PC 00 Patient/Parent
Bill of Rights and
Responsibilities
Page 8 of 9
damaged personal property, parking, food, and non-patient
care issues. Examples of grievances include:
All written letters, e-mails, or faxes from patients or
their representative or any written attachment to a patient
satisfaction survey where the patient’s identify is known.
All complaints alleging abuse, neglect, patient harm, or noncompliance
with any CMS requirement,
Any time a patient or his/her representative requests a complaint
be managed as a grievance.
Grievant: Person who files a grievance.
3. If it is determined that the patient’s concerns are consistent with the
definition grievance, the Patient Representative will investigate, and notify the
Grievance Committee, who has been delegated the responsibility for the
management of the grievance process by the Children’s of Alabama Board of
Trustees, of the results of the investigation where resolution is not achieved.
The Grievance Committee and or the Patient Representative will determine a
resolution and will provide the patient or his/her representative with a written
notice of the decision in a language and manner that the patient or the
patient’s representative understands. The written notification of the
grievance resolution to the grievant will include:
a. name of a contact person
b. steps taken on behalf of the patient to investigate the grievance
c. result of the grievance process
d. date of completion.
All resolutions will be sent to the patient’s address via standard mail. No e-mail
responses will be made even if the grievance is filed via e-mail. However, a
representative of the Grievance Committee may respond via e-mail that a
written response will be forthcoming via standard mail. A copy of all
correspondence will be kept by the Patient Relations Department and the
Grievance Committee, or its designee.
Notification of Rights and Responsibilities to Families:
1. Patients, parents, or the patient’s legal guardian will have access to a written
copy of their rights. A written summary of the patient’s rights and
responsibilities within Children’s of Alabama will be provided to the patient,
parent, or the patient’s legal guardian upon request made to the
4.14

Section: Patient Care
Title: ADM-PC 00 Patient/Parent
Bill of Rights and
Responsibilities
Page 9 of 9
Patient Relations Department. This summary will contain the mechanism by
which patient/parent/legal guardian complaints/grievances will be
investigated.
2. The Parent/Patient Bill of Rights and Responsibilities information and the
Patient Information Handbook contain the rights and responsibilities for
patients.
3. If telephone consent is obtained, the registration personnel will inform the
parent or legal guardian of the Patient/Parent Bill of Rights and
Responsibilities, and the information will be sent to the nursing unit.
4. Patient Rights and Responsibilities are posted in the admissions areas of
Children’s of Alabama.
5. Patient/parent/legal guardian will be informed of the patient’s HIPAA
privacy rights. Children’s of Alabama will provide a separate privacy notice
to the patient/parent/legal guardian. The privacy notice will explain how
the patient’s confidential patient information will be used and disclosed.
(Please refer to the Children’s of Alabama HIPAA Privacy Manual).
Date Written Reviewed Revised
9/79 x
2/83 x
1/86 x
7/88 x
9/91 x
9/94 x
5/97 x
11/99 x
11/02 x
12/05 x
6/06 x
1/10 x
4.15

ADMINISTRATIVE POLICY
Page 1 of 1
ADM F-05 Addressing Ethical Issues
I. PURPOSE: To outline the provisions for addressing ethical issues involving patient care
throughout the Children's Health system. For ethical employment or non-patient care
issues, consult the Hospital's Personnel Policies and Procedures.
II.
PROCEDURES: Any Hospital or Medical staff can report an ethical concern or issue via
the medical staffhotline number 939-9876. Once received the Medical Staff Coordinator
will immediately forward the concern to the Chair of the Ethics Committee. The Chair of
the Ethics Committee will bring the matter to the Ethics Committee. The Chair will
appoint two Ethics Committee members to investigate and report on the matter at their
next scheduled meeting. The Committee will review and recommend appropriate action.
The Chair may call meetings within 24 to 48 hours for issues where immediate
consultation is needed or requested.
THE ETHICS COMMITTEE:
The Ethics committee of the Health system will serve in the following capacity:
The purpose of the Ethics Committee is to consult and advise on the ethical issues of a
clinical nature in specific cases, for education and policy review or to consult and advise
for education and policy review on general ethical issues as the Chair deems appropriate.
The duties of the Committee shall include:
1. Providing timely consultative services on request to facilitate the examination and
where possible the resolution of specific or general clinical ethical issues by the
principal involved (who might include the medical and nursing staff as well as the
patient, family members or their representative).
2. To determine the need for an Ethics Committee review.
3. To provide education as indicated.
4. To review and recommend revision of policies or new policies which address
ethical issues.
5. To communicate policy/procedure changes which occur as a result of the
Committee's activities to all personnel through established channels.
6. To communicate the consensus of Ethics Review and the reasons for its
conclusions to the referring party.
7. Report all matters coming before it to the Medical Executive Committee.
Should a committee need to be called, the Medical Staff office (939-9433) will assist the Chair
of the Ethics Committee in making arrangements for the meeting.
Written:
Revised:
Revised:
December 1994
May, 1997
May, 2000 - Approved by Medical Executive Committee - May 30, 2000
February,2003
©Children's of Alabama 2012
4.16

GUIDELINES FOR COMPLETING QUALITY
ASSURANCE REPORTS
I. Definition of an Incident
An incident can be defined as any happening which is not consistent with the routine care of a
patient or normal operation of the hospital or department. Injury does not have to occur. The
potential for injury and/or property damage is sufficient for an occurrence to be considered an
incident.
II.
Purpose of Reporting Incidents
The Quality Assurance Report is the primary tool for collecting data about an incident, analyzing
the data, and translating the information into a strategy for change.
Quality Assurance Reports are used to:
• Identify occurrences that injure or have the potential to injure patients or visitors
• Develop corrective action and implement changes aimed at improving or modifying the system
to prevent or reduce further similar occurrences
• Provide a record of the incident and to document the facts
• Alert Risk Management to a possible claim situation and to respond immediately for complete
investigation and documentation
III. Examples of Reportable Events
• Adverse/unexpected result from treatment or procedure
• An injury
• Patient dissatisfaction
• Foreign body left in patient
• Accidental burns
• IV complications -infiltrations
• Medication errors
• Severe drug reactions
• Unexpected death
• Falls
• Consent-related issues -procedure done without consent, consent for wrong procedure,
inadequate consent
• Equipment- malfunction, failure, injury, burn, not available
• Treatment/Test errors -specimen lost, specimen mislabeled, results for wrong patient, delayed
results, wrong results, unplanned repeat of diagnostic procedure, omitted test
• Unordered treatment -unordered medication, blood, x-ray, etc.
• Cardio-pulmonary arrest
• Signed out AMA
• Unplanned return to surgery
• Unplanned transfer to intensive care unit
• Re-intubation
• Breach of policy/procedure that has potential to cause injury
• Hospital-acquired infections
©Children’s of Alabama 2012
4.17

IV.
Facts to Consider Regarding Quality Assurance Reports
• The Quality Assurance Report should be completed by the individual who discovered the
incident or who has the best knowledge of the incident.
• The Quality Assurance Report should be completed immediately after the incident is discovered
and forwarded to the Risk Management Department within 24 hours. The longer the wait before
report completion, the less clear the facts will be.
• Document known relevant facts on the reports. Be concise and objective. Do not criticize or
place blame.
• Do not file or reference the Quality Assurance Report in the medical record. The medical record
should document only the occurrence, with NO reference that a Quality Assurance Report was
completed.
• Quality Assurance Reports are CONFIDENTIAL and should not be freely discussed within the
Hospital.
• NO COPIES of the Quality Assurance Report should be made for any reason.
Examples of Reportable Occurrences for Operating Room
1. Incorrect sponge, instrument or needle count
2. Break in skin integrity
3. Intubation/extubation injury (i.e. tooth dislodged, aspiration)
4. Postoperative nerve damage or neurological deficit
5. Instrument breakage during surgery
6. Wrong patient operated on
7. Wrong surgical procedure performed
8. No written or improper consent for surgical procedures
9. Unplanned removal or repair of an organ or body part (Nicked an organ or vessel requiring
additional OR time or results in patient injury)
10. Patient injured during transfer to/from the OR or Day surgery
11. Equipment malfunction causing termination/cancellation of procedure or patient injury
12. Contamination of sterile field
13. Death in OR
14. Medication/transfusion error
15. IV infiltration resulting in tissue damage
16. Life threatening complication of anesthesia
17. Unplanned return to OR or unplanned postoperative admit to ICU
18. Specimen lost or incorrectly labeled
19. Retained instrument, sponge, needle, etc.
©Children’s of Alabama 2012
4.18

Examples of Reportable Occurrences for Intensive Care Units
1. Unexpected death in ICU
2. ICU incurred trauma (e.g. falls, burns, procedure complications)
3. ICU equipment malfunction or misutilization
4. Medication/transfusion error
5. Patient injured during transfer to/from ICU
6. Readmit to ICU within 48 hours of transferring to floor
7. Transfer to ICU within 24 hours of admission to floor
8. IV infiltration resulting in tissue damage
9. Hospital acquired infection
10. Patient / visitor falls resulting in injury
11. Patient injury due to :
a. ) untimely response by MD/RN
b. ) failure to carry out MD order appropriately or in a timely manner
c. ) poor response by ancillary service
d.) complication of procedure (to include postoperative complications)
12. Patient injury due to transcription error (i.e. delays, missed, etc.)
Examples of Reportable Occurrences for Emergency Department
1. Return to the Emergency Department within 7 days after discharge or prior visit
2. Patient injured due to complication of procedure during Emergency Department treatment,
including cardiac/respiratory arrest
3. Death in Emergency Department designated as "Coroner's Case"
4. Patient / visitor fall resulting in injury
5. Patient discharged with altered conscious/neurological deficit
6. Unexpected diagnostic results returned to Emergency Department after patient discharged
7. Medication/transfusion error in Emergency Department
8. No written or improper consent for treatment
9. Misidentification of patient resulting in unnecessary treatment procedure
10. Triage occurring greater than 30 minutes from the time of arrival in Emergency Department
Examples of Reportable Occurrences for Outpatient Clinics
1. Patient injury due to complication of procedure or (a) missed, inaccurate or untimely diagnosis
resulting in delay of treatment or lack of treatment (b) Failure to carry out MD order appropriately or
in a timely fashion (c) Medication error and/or allergic reaction
2. Patient / visitor falls
3. No written or improper consent for procedure
4. Failure to report suspected child abuse
5. Break in confidentiality
6. Cardiac arrest or death
7. Failure to delay in abnormal Jab follow-up or inability to follow-up
8. Patients who express or who are suspected of being dissatisfied with care or who express litigious
concerns
9. Medication error
10. IV infiltration with tissue damage
©Children’s of Alabama 2012
4.19

Section 5

Basic Life Support Recertification
On Tuesday of Orientation, Nursing Education and Research Department offers Basic Life Support (BLS)
Recertification for the New Hired Nurses. Any Nurse with a BLS card that is going to expire within the
next three months should attend. At Children’s of Alabama Nurses that perform at the bedside have to
have a current BLS card to practice.
The class will be held in the Nursing Education and Research Department Classroom located on the fourth
floor of the Harbor Building in suite 410 at approximately 3:15 PM after the Restraints and Seclusion
Class.
The American Hearth Association Guidelines are used when teaching BLS Classes at Children’s of Alabama.
If you are planning on renewing your BLS, BLS Healthcare Provider student manuals are available for
check out in Nursing Education and Research for review before the class.
If you have any questions you can stop by or call 939.9127.
Welcome to Children’s of Alabama
©Children’s of Alabama 2012
5.1

CHILDREN'S DEPARTMENT LOCATIONS
Ground Floor
1st Floor
2nd Floor
3rd Floor
4th Floor
5th Floor
6th Floor
7th Floor
Emergency Department
Pharmacy
Central Supply
Lactation Center
Lobby
Gift Shop
Specialty Clinics
Comprehensive Health Education Center for Kids-(CHECK)
Child Safety Institute
One-Day Surgery (ODAC)
Operating Room (OR)
Post-Anesthesia Care Unit
Pediatric Imaging
Lab
Dialysis
Burn Unit (BU)
Pediatric Intensive Care Unit (PICU)
Special Care Unit (SCU)
Respiratory Care Department (3E)
Med/Surg (4SE)
Hematology/Oncology (4T)
Orthopedics/Rehab (4W)
Infant-Toddler Unit (ITU/4E)
Child Psych Unit (5E)
Adolescent Psych (5W)
Pulmonary Care Unit (PCU/5T)
Adolescent & Young Adult Unit (5SE)
Med/Surg (5NW)
Stem Cell Transplant Unit Surgical
Unit Post-Op (6NW) Neonatal
Intensive Care Unit (NICU)
Med/Surg/Renal (7NW)
To reach your instructor, dial operator and request an overhead
page to your unit's extension.
©Children’s of Alabama 2012
5.2

ADMINISTRATIVE POLICY
Page 1 of 5
ADM - 11 Patient Self Determination Act (Advance Directives)
I. PURPOSE: These procedures are intended to enable Children’s of Alabama to
comply with the Patient Self Determination Act (PSDA), as required by the Omnibus
Budget Reconciliation Act of 1990. The purpose of the PSDA is to protect all adult
inpatient's right to participate in healthcare decision-making to the maximum extent of
their ability and to prevent discrimination based on whether or not patients have executed
advance healthcare directives.
II.
III.
POLICY: The health system supports an adult inpatient’s right to actively participate in
the health decision-making process. Through education and inquiry about the existence
of an advance directive, this health system will support adult patients as they
communicate their wishes. These decisions by the adult patient will enable healthcare
providers, family, and friends to know what the adult patient's wishes are and what they
would be if they were to become incapacitated or otherwise unable to communicate those
wishes.
PROCEDURE:
ADULT INPATIENTS
A. Children’s of Alabama shall provide each adult inpatient (19 years of age or
older or 18 years of age if married, divorced, or widowed) with a summary of
his/her rights as required by the PSDA. As part of the admission process, each
competent adult inpatient shall be provi ded a written statement outlining his/her
rights, under Alabam a law, to participate in the healthcare decision-making
process. This shall include: the right to accept or refuse medical or surgical
treatment, including life-sustaining treatment; the right to m ake a living will; the
use of a durable power of attorney to designate a surrogate decision m aker for
specific healthcare decisions. This statement shall also advise the adult patient of
his/her right to forego any advance directive. Further, it shall state that the
patient's decisions regarding whether or not to have an advance directive will in
no way af fect the level or intensity of services he/she will receive, except as
directed by an advance directive. The patient shall also be provided with "A
Summary of the law in Alabama" as published by Medicaid, (supp. 9/30/94,
chapter 560-X-28).
B. Provide each adult inpatient with a summary of the health system's policies and
procedure dealing with advance directives, as required by the PSDA. The written
statement referred to in A (above) should include any pertinent information about
specified health system policy and procedures regarding advance directives. This
would include, but would not be limited to:
5.3

ADM - 11 Patient Self Determination Act (Advance Directives) Page 2 of 5
1. the right of the health system to make reasonable inquiries relative to any
living will or durable power of attorney presented by or on behalf of any
adult inpatient;
2. the right of the health system, pursuant to Alabama law, to reject an
offered living will or durable power of attorney if it is not in substantial or
specific compliance with Alabama law as the law may dictate;
3. the fact that the health system will make available living will forms, but
cannot provide witnesses for the execution of same;
4. the fact that the health system is not able to provide the adult inpatient
with legal assistance regarding the preparation of an advance directive or
to suggest the name of an attorney to do so;
5. the fact that if the adult inpatient has an advance directive, he/she should
present it at time of admission (or as soon as possible thereafter) for
inclusion in the patient's medical record; and
6. a summary of health system policy honoring advance directives and on
objections of conscience.
C. Admission Registration personnel will inquire about the existence of advance
directives. All adult inpatients must complete the “Advance Directive
Information” on the Admission Consent form MRD #0040B.
1. The completed “Advance Directive Information” form shall be
immediately faxed to Social Services (6074) and the Risk Management
Department (2468). The Advance Directive Information form will then be
placed in the patient’s medical record.
2. IF THE ADULT INPATIENT HAS AN ADVANCE DIRECTIVE:
Admission personnel must request a copy of the Advance Directive. A
copy must be placed in the patient’s medical record at that time. A sticker
denoting that the patient has an advance directive must be placed with the
admission packet to be placed on the binder containing the medical record.
3. The Risk Manager will review the document to ensure that the directive
was properly executed and substantially in compliance with Alabama law.
4. ADULT INPATIENT HAS ADVANCE DIRECTIVE AND ADULT
INPATIENT HAS PROVIDED COPY ON A PREVIOUS
ADMISSION: If the adult inpatient indicates that an advance directive
has been provided on a previous admission, Social Services shall contact
Medical Information Services (MIS) to determine if a copy is on file. If
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ADM - 11 Patient Self Determination Act (Advance Directives) Page 3 of 5
no copy is on file in the medical record one will need to be obtained. If a
copy is available, an inquiry of the adult inpatient should be made to
determine if the directive is still valid. If the adult inpatient is incapable
of responding to such an inquiry (emergency, incapacity, or otherwise),
then the prior declaration shall be deemed valid and controlling unless the
health system is specifically notified that the advance directive has been
revoked. The advance directive should be placed in the current admission
record.
5. ADULT INPATIENT HAS ADVANCE DIRECTIVE BUT A COPY
IS NOT AVAILABLE: Registration personnel shall notify the treating
physician, who should speak with the adult inpatient regarding their
wishes. These wishes should be witnessed and documented in the adult
inpatient’s medical record.
6. The adult inpatient has the right to, and may at any point, make
clarifications, modifications, or revocations to the advance directive.
These revisions must be documented in the medical record and the adult
inpatient’s physician should be informed.
7. NO ADVANCE DIRECTIVE: Should the adult inpatient not have an
advance directive but wish more information, then the person receiving
this request shall contact Social Services, the chaplains, or the adult
inpatient representative to respond to basic questions regarding advance
directives.
D. If an adult inpatient is incapacitated at the time of admission and is unable to
receive information (due to the incapacitating condition or a mental disorder) or
articulate whether the adult inpatient has an advance medical directive, the
registration personnel shall give the information to the family and inquire of them
as to whether the adult inpatient has an advance medical directive. The
procedures above should be followed. If during the admission, the treating
physician determines that the adult inpatient is capable of receiving the
information, Social Services should provide the information to the adult inpatient
promptly and document in the medical record that the adult inpatient has received
the information. Social Services should also ask the adult inpatient if he or she
has an advance medical directive or, if one has been provided by the family,
whether the adult inpatient wants it to be honored. The response should be
documented in the medical record. If the adult inpatient revokes the advance
directive, Social Services should notify the treating physician and Risk
Management immediately.
OUTPATIENT (ED, AMBULATORY CARE CLINICS, PEDIATRIC
PRACTICES, CHILDREN’S SOUTH)
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ADM - 11 Patient Self Determination Act (Advance Directives) Page 4 of 5
E. No inquiries as to the existence of an advance directive will be made to adult
outpatients. However, if an adult outpatient informs Children’s of Alabama
personnel of the existence of an advance directive the following procedure will
apply:
1. Notify the patient’s physician.
2. Fax a copy of the advance directive to Risk Management (2468)
3. Place the directive in the patient’s medical record.
4. If the adult outpatient does not have a copy of the directive, ask them to
bring a copy on their next visit.
F. Providing information/assistance relative to advance directives.
1. INPATIENTS: The health system may only provide information relative to
the basic operation of the various advance directive methods and is neither
required nor in a position to advise adult inpatient and/or their families as to
which methods to use.
a. Registration personnel will provide each adult inpatient with
“Making Decisions” which contains “A summary of Alabama
Law” published by Medicaid.
b. Health system employees will answer medical terminology and
health system policy questions only.
c. Health system employees shall not witness or assist in completing
a written advance directive.
2. OUTPATIENTS: Should an inquiry be made by the adult outpatient for
information regarding advance directives, the staff should refer the adult
outpatient to Social Services, Patient Relations, or Pastoral Care who will
provide information as in number F.1.
G. Staff Education. Educational information about advance directives and the health
system's policies and procedures regarding advance directives will be provided to
the medical and nursing staffs, allied health professional, and other health system
staff and volunteers. Staff education will be ongoing, included in the health
system's employee orientation, and performed on an annual basis.
H. Community Education. In order to educate the community served by Children’s
of Alabama about advance directives, education will be provided through
community forums or through distribution or posting of written materials
regarding advance directives.
Written materials will, at a minimum, define what constitutes an advance
directive (emphasizing that an advance directive is designed to enhance an
incapacitated individual's control over medical treatment) and describe applicable
State law concerning advance directives.
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ADM - 11 Patient Self Determination Act (Advance Directives) Page 5 of 5
IV.
Policy Regarding Implementation of Advance Directives.
A. Children’s of Alabama will honor a Living Will that requires withdrawal or
withholding of life-sustaining treatment after determination has been made that
the Living Will is properly executed and is substantially in compliance with
Alabama Law. (Refer to "No Extraordinary Treatment Order” policy (ADM H-
01) for procedures to implement the Living Will).
B. Children’s of Alabama will honor a Durable Power of Attorney only upon the
advice of Children’s Legal Counsel or pursuant to a court order.
C. Alabama's Natural Death Act permits providers to refuse to im plement a living
will on the basis of conscience and requires the physician to transfer the patient to
a provider who will implement it. An individual physician at Children’s of
Alabama may refuse to withhold or withdraw life-sustaining treatment on the
basis of conscience. The physician must promptly inform the patient and
transfer the patient to another provider who will honor the directive. If the
transfer is to another facility, health system personnel will assist in the transfer as
necessary. Risk Management must be notified immediately by the physician if the
physician objects to implementing the directive on the basis of conscience.
D. No patient at this health system shall be discriminated against because of his or her
decision regarding an advance directive.
Written: November, 1991
Effective: December 1, 1991
Reviewed: September, 1994
Revised: August, 1995
Revised: July, 1997
Reviewed: December, 1999
Revised: August, 2001
Revised: February, 2003
Revised: September, 2006
5.7

Taking Computer
Based Training (CBT’s)
at Children’s of
Alabama
Logging In
• Double Click the Internet Explorer Icon
from any Children’s PC –
• This will take you to the Children’s
Intranet
5.8 8

Logging In
• From the Intranet Click on Education, then
click on CHEX
Logging In
• This is the CHEX Login Screen
5.9

Logging In
• Your Log in Name is C
• Your initial password is your Last Name
Welcome to CHEX!
5.10

Click the Green “Go!” Button
to See Your To Do List
New Employee To Do List
5.11

New Hire Curriculum
Launching a Course
5.12

Notes

NOTES

NOTES

NOTES

NOTES

NOTES