Salary and Benefits
Salary Levels for County Paid House Staff:
To view current exact salary levels and scheduled pay increase please review the CIR (Committee of Interns and Residents) SEIU Healthcare Collective Bargaining Agreement. Click Here
Click here to download Payroll & Benefits pages found in the GME Policy Manual. View the County Human Resources website for more information at http://dhr.lacounty.info or call the Benefits Hotline at 213-388-9982.
Employees are allowed three days off with pay due to the death of a member of their immediate family or the family of a domestic partner. If an employee has to travel 500 miles one-way as a result of the death, they are permitted an additional two days of bereavement leave with pay. Please download the Payroll and Benefits Pages found in the GME Policy Manual for more specific requirements related to bereavement leave.
Bilingual Bonus – Full-time employees who meet the criteria are eligible to a bonus of $100 per month. Request for bilingual bonuses must be submitted through the departmental Program Directors to Human Resources and the employee must be tested to determine proficiency in the second language. Employees are not eligible to receive the bonus until the request for bonus has been approved.
Educational Bonus – An educational bonus of $2,000.00 is paid to Physician Post Graduates PGY1/Interns who advance to a PGY2 year in a County training program. This bonus is paid on the August 15th pay day.
1115 Waiver Incentive Bonus -2% of the annual salary is paid to Resident Physicians at the end of each year in the following programs. Payment is made based on the current salary level in effect on July 1st of each year of the contact, payable on August 15 of each year.
|Internal Medicine||II & III|
|Family Medicine||II, III, IV|
|Pediatrics||II, III, IV|
|OB/GYN||II, III, IV|
The actual number of leave days trainees may use during the training year may be less than the number allotted. Please contact your program to determine the number of days allowed.
In lieu of vacation and holiday allowances, persons employed as full-time or half-time Physicians, Post Graduate (first through seventh year) who are assigned to a County hospital for any one contractual period of at least 2 months, or its equivalent (4 months for employees on half-time items), shall earn 2 working days paid leave per month, 10 working days may be deferred each year upon written request by the employee. If no request is made, employees shall be paid for all accrued days. Upon completion of each Physician, Post Graduate year a lump sum payment shall be paid for such accrued time.
Family Medical Leave Act (FMLA) and Family Rights Act (FRA) (HUMC Policy #222)
The Federal Family Medical Leave Act (FMLA) and California Family Rights Act (FRA) policy has been established to assist eligible employees to understand their rights when requesting an unpaid leave of up to twelve (12) weeks per year for the birth or adoption of a child, to stay home to care for a seriously ill family member, or to remain off work because of an illness affecting the employee. Affected employees are guaranteed a return to the same or equivalent job at the end of the leave and continuation of their health and dental coverage during the leave. They are also guaranteed certain rights regarding the giving of notice and the provision of medical verification where illness is the basis for the leave.
Key Provisions: Eligible Employees Any employee who has twelve (12) months of employment with the County and 1,250 hours of work during the twelve (12) months preceding the request for leave.
Reason for Leave
Both acts permit leave because of the following events:
- The birth and/or care of a newborn child;
- The placement of a child with the employee for adoption or foster care;
- The care for a child, spouse, or parent with a serious health condition; or
- An employee’s own serious health condition which prevents the performance of his/her job
Note: Disability due to pregnancy is considered a serious health condition under the FMLA, but not under the FRA. However, there is a separate California state law, Government code Section 12945, subdivision (b) (2), that provides unpaid pregnancy disability leave up to four (4) months, depending on actual medically documented period of disability.
Maximum Leave Twelve (12) weeks per year. A “year” for this purpose is the twelve (12) month period starting with the first day of the FMLA/FRA leave. Leave may be taken on intermittent or part-time basis. Note: Up to 16 additional weeks is permitted under the separate California pregnancy disability law. See above note.
Medical Certification Both FMLA and FRA require the employee to submit medical certification:
- To care for a family member or;
- The employee’s own serious medical condition and that the employee is unable to perform the functions of the position.
Under FMLA and FRA, the certification must contain the following: date on which the serious health condition commenced; probable duration of the condition; appropriate medical facts with the knowledge of the health care provider regarding the condition; statement that the employee is needed to care for the family member and an estimate of the amount of time needed. If the leave is for the employee’s own health problem, their certification must contain a statement that the employee is unable to perform the functions of the job. If leave is for intermittent treatment, certification must state the dates of the treatment and duration. Please refer to “Certification of Physician or Practitioner”
Under the FMLA and/or FRA, the employer can challenge the certification if it has reason to doubt the validity of the certification. Thus, the county may require that the employee obtain, at the County’s expense, a second or even third opinion from the County approved health care practitioner regarding any of the information contained in the original certification.
Employee Notice of Desire to Take Leave
Both Acts require the employee to provide the employer at least thirty (30) days notice of foreseeable event of the date the family care leave will commence and the estimated duration of the leave. If the need for the leave is based on foreseeable planned medical treatment of a family member, the employee shall attempt to schedule the treatment so as not to disrupt the county’s operations, in concurrence with the health care provider of the family member involved.
Return to Work
An employee who returns to work must be returned to the same or an equivalent position with the same benefits, salary, and other terms and conditions of employment.
Substitution of Paid Leave
FMLA/FRA leave is unpaid leave, but the employee may elect to use accrued paid leave to cover part of all of the twelve (12) week period. The use of paid leave is subject to all of the same conditions (e.g., medical certification for sick leave, managers/supervisors approval for vacation, compensatory time, etc.) That normally applies to the use of such time.
If a family leave absence is covered with paid leave, cafeteria plan (CHOICES, OPTIONS and FLEX/MEGAFLEX) contributions and other benefit coverage will continue uninterrupted just as it would with paid leave taken for any other purpose.
For employees who take unpaid leave, the County must make contributions toward health leave and dental coverage while the employee is out. The employee must also make payments toward this coverage to the same extent such payments would otherwise be required if the employee were not on family leave.
A requirement of FMLA is that a notice be posted prominently where it can be readily seen by employees and applicants. Therefore, the notice titled, “Your Rights Under the Family and Medical Leave Act of 1993” located on Page 8 at http://harborintranet:8082/PDF/PolicyAndProcedure/222.pdf
Restoration of Reinstatement
Both Acts require the employer to reinstate an employee who takes leave either to the position he/she held before going on leave or to an “equivalent” position, with equivalent employment benefits, pay, and other terms and conditions of employment.
Records relating to compliance will be maintained by the Human Resources Department.
Whenever an employee requests a FMLA/FRA leave of absence, s/he must complete and submit:
- “Request for Leave of Absence” HH611 form located at http://harborintranet:8082/PDF/PolicyAndProcedure/222.pdf (Page 4) stating “FMLA/FRA” in the “Reason for Request”
- “Request for Family Medical Leave Act (FMLW) Family Rights Act (FRA Leave of Absence located at http://harborintranet:8082/PDF/PolicyAndProcedure/222.pdf (Page 5)
- “Certification of Physician or Practitioner” (if appropriate), located at http://harborintranet:8082/PDF/PolicyAndProcedure/222.pdf (Page 6). This medical certification must be attached to
- “Request for Leave of Absence” HH 611 form when the employee requests FMLA/FRA to care for a family member or his/her own serious medical condition.
- The employee must be provided with a copy of “Your Rights Under the Family and Medical Leave Act of 1993” located at http://harborintranet:8082/PDF/PolicyAndProcedure/222.pdf (Page 8).
- If an employee requests FMLA/FRA, the supervisor/manager must contact the personnel technician in Human Resources Administration (ext. 3231). The personnel technician will provide advice and counsel in meeting FMLA/FRA requirements. If appropriate, a letter will be sent to the employee advising him/her of FMLA/FRA rights and responsibilities. Additionally, Human Resources Administration will maintain centralized records regarding FMLA/FRA compliance.
- Human Resources Administration, Building F8 (ext. 3241) will provide copies of the above documents upon request.
Access and change your health, dental, and other benefit information online by visiting http://www.buckhrsolutions.com/countyla or call the Benefits Hotline at 213-388-9982. You will need to know your 6-digit employee# when you call; you can find this number on your pay stub.
The County has two pay periods per month: the 1st through the 15th and the 16th through the end of the month. Each County employee must complete a timesheet in the cCAPS system for each pay period. For housestaff, the timesheet is usually completed by proxy (program coordinator or other department representative).
The official County payday is the 15th of the month for all hours worked in the prior month. However, employees who are on direct deposit get an earned salary advance (ESA) on the 30th of each month. An ESA is an advance on the 15th payday and is usually approximately one-half of the net earnings although some bonuses are only paid on the 15th of the month.
Each department has designated an employee to be the payroll liaison. For trainees this person is usually the Program Coordinator. The liaison will attempt to answer all payroll related questions. If unable to answer these questions, the liaison will contact the Payroll Office for assistance.
Pension Savings Plan (PSP)
Click here to view information about your Pension Savings Plan. Please contact the Pension Savings Plan Unit at 213-738-2252 if you have any questions.
Leaving County service? You need to complete a Distribution Request Form within 30 days from your last day worked with the County. Mail the completed form to the address listed on the form.
Housestaff shall earn and accrue full-pay sick leave as provided in Article 14 of the Memorandum of Understanding regarding Fringe Benefits between the County and the Coalition of County Unions, AFL-CIO, dated November 17, 1987; provided, however, that in no event shall said employees be credited with more than 8 days of full-pay sick leave in any calendar year commencing on or after January 1, 1989.
Housestaff shall be paid for unused full-pay sick leave as if they were full-time permanent employees subject to the terms and conditions set forth in said Article 14 of the Memorandum of Understanding regarding Fringe Benefits between the County and the Coalition of County Unions, AFL-CIO. Upon termination from County service, employees represented by CIR who have at least five years of continous service shall receive payment for accumulated sick leave at full pay to a maximum of 720 working hours. Such payment as provided in Section 6.24.040 of the Los Angeles County Code shall be computed at the workday hourly rate of pay in effect on the employee’s final day of County service and shall be equal to one-half of unused sick leave.
Resident/Fellow Claims/Malpractice History Verification – Attention fax requests to Risk Management Office (310) 320-3084. You can also call Risk Management Office at telephone number (310) 222-2168 for Malpractice Insurance information.
All residents are assigned an Outlook (LA County) email address. All residents are required to check their Outlook email address on a regular basis either by checking the account directly or by forwarding the account to another email address (within HIPAA policies). If you have forgotten your user ID or password, please take your ID Badge to the Information Technology Services Office in the basement of the hospital, Room 251A.
Harbor-UCLA residents receive one free breakfast, lunch, and dinner each day in the Doctor’s Dining Room. The scanning of a valid Harbor-UCLA hospital ID badge is required.
Only Harbor-UCLA residents are issued scrubs and white coats. The garments can be returned to the linen room for a clean exchange each week.