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

Benefits

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.

Bereavement Leave

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.

Bonuses

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.

Residency Program

PGY Level
Internal Medicine II & III
Family Medicine II, III, IV
Pediatrics II, III, IV
OB/GYN II, III, IV

Disability Insurance

Rivetti Financial & Associates currently provides disability insurance to County-paid Housestaff. Contact them at 818-878-7800 or info@rivettifinancial.com.

Leave

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