RESIDENT SELECTION POLICIES

The following information is provided to all applicants to our training programs to help them better understand our selection policies and to provide them with a detailed understanding of contractual obligations between applicants and the Department of Anesthesiology should an applicant be selected for training in Anesthesiology at the University of Florida College of Medicine through the National Resident Matching Program.

Residents are selected for the Anesthesiology Residency Program, the Critical Care Medicine Fellowship Program and the Pain Management Fellowship Program at the University of Florida College of Medicine according to the policies outlined below. These policies are fully compliant with our Institutional Policies for Resident Selection.

All training programs in the Department of Anesthesiology are equal opportunity programs. Applicants from all races, ethnic backgrounds, and countries are considered and evaluated based on the merit of their applications. Factors considered, among others, are preparedness, ability, aptitude, academic credentials, communication skills, and personal qualities such as motivation and integrity.

All residents selected for this program must be a graduate of an LCME accredited medical school, AOA accredited Osteopathic Medical School, possess verified credentials from the Educational Commission for Foreign Medical Graduates or have completed a Fifth Pathway program provided by an LCME accredited medical school.

Applications to our core residency program must be submitted through the Electronic Residency Application System (ERAS). For our applicants to the Critical Care Fellowship and Pain Management Fellowship programs, or for our applicants who cannot obtain access to ERAS, an application is available for download from our residency description website. In addition to the application, we require three letters of recommendation (one of which may be the Dean's Letter of Evaluation), a personal statement, and a current curriculum vitae. Applicants for all programs must have passed Part 1 of the USMLE prior to initial application. All successful applicants to the program must also pass USMLE Part 2 prior to beginning training at the University of Florida. Failure to do so renders the applicant ineligible to train at the University of Florida Department of Anesthesiology.

All PGY-1 level and first specialty PGY-2 level residents will be chosen via the National Resident Matching Program. Residents may also be chosen after completing training in another specialty or after military service as a physician, but these residents will generally be selected outside the matching program. Conduct of both the applicants and of this program or its representatives will be governed by the current rules of the National Resident Matching Program. All Fellows for both the Critical Care Medicine Program and for the Pain Management Program will be chosen by the appropriate program director following receipt of a completed application and completion of a personal interview.

SAMPLE CONTRACT FOR RESIDENCY TRAINING IN ANESTHESIOLOGY AT THE UNIVERSITY OF FLORIDA COLLEGE OF MEDICINE

A sample contract for training in the Department of Anesthesiology is provided to you below in order that you may better understand your obligations and the obligations of the Department of Anesthesiology should you be selected for training. In the case of residents selected through the NRMP, contracts will be mailed to all matched applicants within one week of the release of match results. All NRMP matched applicants are expected to sign and return a copy of the contract within one week of receipt. If circumstances change and a successful matched applicant no longer desires training at the University of Florida, he / she must obtain a written release from the program director (Dr. Mahla) releasing him /her from all obligations incurred by participation in the matching program. There is no guarantee that such a release will be given, and if the release is not given, the applicant will be expected to begin training at the expected time (July 1). In general, however, release will be given for legitimate reasons.

In the case of applicants outside the NRMP, applicants will be notified during their final interview (with the program director) when they could expect to receive notification of selection and a contract. Contract will be mailed to the applicant within one week of selection, and the applicants will be given a deadline date to return a signed copy of the contract, after which the contract will be null and void.

SAMPLE LETTER OF OFFER TO RESIDENTS
OF THE UNIVERSITY OF FLORIDA
COLLEGE OF MEDICINE

Date

Name

Address

City, State Zip Code

Dear :

The College of Medicine, University of Florida (hereinafter "the University") is pleased to offer you a position as a Resident at the PGY ( ) level in the graduate medical training program in the Department of Anesthesiology.

This letter describes various aspects of the graduate medical training programs for residents and fellows at the University. Trainees in such programs (residents and fellows) are hereinafter referred to as "residents." The University reserves the right to make changes in the future to any aspect of these programs.

Resident Responsibilities:

The position of resident involves a combination of supervised, progressively more complex and independent patient evaluation, management functions and formal educational activities.

Among a resident's responsibilities in a training program of the University are the following: 1) to meet the qualifications for resident eligibility outlined in the Essentials of Accredited Residencies in Graduate Medical Education in the AMA Graduate Medical Education Directory; 2) to develop a personal program of self‑study and professional growth with guidance from the teaching staff; 3) to provide safe, effective, and compassionate patient care, commensurate with the resident's level of advancement, responsibility, and competence, under the general supervision of appropriately privileged attending teaching staff; 4) to participate fully in the educational and scholarly activities of their program and, as required, assume responsibility for teaching and supervising other residents and students; 5) to participate in institutional orientation and educational programs and other activities involving the clinical staff; 6) to submit to the program director confidential written evaluations of the faculty and the educational experiences; 7) to participate on institutional committees and councils to which the resident is appointed or invited, especially those that relate to their education and/or patient care; 8) to adhere to established practices, procedures, and policies of the University and of affiliated institutions as applicable, including among others, state licensure requirements for physicians in training where these exist; 9) to develop an understanding of ethical, socioeconomic, medical/legal issues, communication skills and cost containment issues that affect graduate medical education and medical practice and to develop an understanding of research design, statistics, and critical review of the literature necessary for acquiring skills for lifelong learning.

Duration of Appointment and Conditions for Reappointment:

Your initial appointment will begin on (date) for a renewable period of ( ) total year(s). We anticipate you will remain in the prescribed course of your residency until completion of this time. However, it is understood that appointments are renewed annually and that continued retention in the training program depends on your satisfactory performance/training progress, including your adherence to acceptable professional behavior, as well as the continuation of requisite funding for the program. A resident's reappointment and progression to more advanced levels will be based on the results of periodic reviews of the resident's educational and professional achievement, competence and progress as determined by the program director and teaching faculty. The program maintains a confidential record of the evaluations.

The primary site of your graduate medical training will be the University of Florida Health Science Center-Gainesville with its major teaching hospital and affiliates, but the location of the training for any resident may occur at various additional sites. All assignments and call schedules are made at the discretion of the appropriate program director of the University. In addition should residency programs be closed or downsized, the University will inform the resident well in advance of such events. Every effort will be made to complete the resident's course of training or to find another site for the resident to complete training.

Policies and Procedures for Discipline, Grievances, Nonrenewal, Suspension or Dismissal of a Resident:

The position of the resident (for the purpose of this document, the term resident applies to interns, residents and fellows) presents the dual aspect of a student in graduate training while participating in the delivery of patient care. The University of Florida College of Medicine is committed to the maintenance of a supportive educational environment in which residents are given the opportunity to learn and grow. Inappropriate behavior in any form in this professional setting is not permissible. A resident's continuation in the training program is dependent upon satisfactory performance as a student, including the maintenance of satisfactory professional standards in the care of patients and interactions with others on the health care team. The resident's academic evaluation will include assessment of behavioral components, including conduct that reflects poorly on professional standards, ethics, and collegiality. Disqualification of a resident as a student or as a member of the health care team from patient care duties disqualifies the resident from further continuation in the program.

Grievances: A grievance is defined as dissatisfaction when a resident believes that any decision, act or condition affecting his or her program of study is arbitrary, illegal, unjust or creates unnecessary hardship. Such grievance may concern, but is not limited to, the following: academic progress, mistreatment by any University employee or student, wrongful assessment of fees, records and registration errors, discipline (other than nonrenewal or dismissal) and discrimination because of race, national origin, sex, marital status, religion, age or disability, subject to the exception that complaints of sexual harassment will be handled in accordance with the specific published policies of the University of Florida and the College of Medicine (as contained in the Housestaff Policy & Procedure Manual).

Prior to invoking the grievance procedures described herein, the resident is strongly encouraged to discuss his or her grievance with the person(s) alleged to have caused the grievance. The discussion should be held as soon as the resident becomes aware of the act or condition that is the basis for the grievance. In addition, or alternatively, the resident may wish to present his or her grievance in writing to the person(s) alleged to have caused the grievance. In either situation, the person(s) alleged to have caused the grievance may respond orally or in writing to the resident.

If a resident decides against discussing the grievance with the person(s) alleged to have caused such, or if the resident is not satisfied with the response, he or she may present the grievance to the Chair. If, after discussion, the grievances cannot be resolved, the resident may contact the Assistant Dean of Graduate Medical Education (ADGME). The ADGME will meet with the resident and will review the grievance. The decision of the ADGME will be communicated in writing to the resident and constitute the final action of the University.

Suspension: The Chief of Staff of a participating and/or affiliated hospital where the resident is assigned, the Dean, the President of the Hospital, the Chair, or Program Director may at any time suspend a resident from patient care responsibilities. The resident will be informed of the reasons for the suspension and will be given an opportunity to provide information in response.

The resident suspended from patient care may be assigned to other duties as determined and approved by the Chair. The resident will either be reinstated (with or without the imposition of academic probation or other conditions) or dismissal proceedings will commence by the University against the resident within thirty (30) days of the date of suspension.

Any suspension and reassignment of the resident to other duties may continue until final conclusion of the decision-making or appeal process. The resident will be afforded due process and may appeal to the ADGME for resolution, as set forth below.

Nonrenewal: In the event that the Program Director decides not to renew a resident's appointment, the resident will be provided written notice which will include a statement specifying the reason(s) for nonrenewal.

If requested in writing by the resident, the Chair will meet with the resident; this meeting should occur within 10 working days of the written request. The resident may present relevant information regarding the proposed nonrenewal decision. The resident may be accompanied by an advisor during any meeting held pursuant to these procedures, but the advisor may not speak on behalf of the resident. If the Chair determines that nonrenewal is appropriate, he or she will use their best efforts to present the decision in writing to the resident within 10 working days of the meeting. The resident will be informed of the right to appeal to the ADGME as described below.

Dismissal: In the event the Program Director of a training program concludes a resident should be dismissed prior to completion of the program, the Program Director will inform the Chair in writing of this decision and the reason(s) for the decision. The resident will be notified and provided a copy of the letter of proposed dismissal; and, upon request, will be provided previous evaluations, complaints, counseling, letters and other documents that relate to the decision to dismiss the resident.

If requested in writing by the resident, the Chair will meet with the resident; this meeting should occur within 10 working days of the written request. The resident may present relevant information regarding the proposed dismissal. The resident may be accompanied by an advisor during any meeting held pursuant to these procedures, but the advisor may not speak on behalf of the resident. If the Chair determines that dismissal is appropriate, he or she will use their best efforts to present the decision in writing to the resident within 10 working days of the meeting. The resident will be informed of the right to appeal to the ADGME as described below.

Appeal: If the resident appeals a decision for suspension, nonrenewal or dismissal, this appeal must be made in writing to the ADGME within 10 working days from the resident's receipt of the decision of the person suspending the resident or the Chair. Failure to file such an appeal within 10 working days will render the decision of the person suspending the resident or the Chair the final agency action of the University.

The ADGME will conduct a review of the action and may review documents or any other information relevant to the decision. The resident will be notified of the date of the meeting with the ADGME; it should occur within 15 working days of the ADGME's receipt of the appeal. The ADGME may conduct an investigation and uphold, modify or reverse the recommendation for suspension, nonrenewal or dismissal. The ADGME will notify the resident in writing of the ADGME's decision. If the decision is to uphold a suspension, the decision of the ADGME is the final agency action of the University. If the decision is to uphold the nonrenewal or dismissal, the resident may file within 10 working days a written appeal to the Dean of the College of Medicine. Failure to file such an appeal within 10 working days will render the decision of the ADGME the final action of the University.

The Dean will inform the ADGME of the appeal. The ADGME will provide the Dean a copy of the decision and accompanying documents and any other material submitted by the resident or considered in the appeal process. The Dean will use his or her best efforts to render a decision within 15 working days, but failure to do so is not grounds for reversal of the decision under appeal. The Dean will notify in writing the Chair, the ADGME, the Program Director and resident of the decision. The decision of the Dean will be the final agency action of the University. The resident will be informed of the steps necessary for the resident to further challenge the action of the University.

Financial Support and Benefits:

Stipend: Each resident is given a stipend to pursue the resident's graduate medical education in an amount appropriate to the resident's level in the program. Stipend levels are reviewed annually by the Graduate Medical Education Committee of the College of Medicine and recommendations for changes are subject to approval by University's Dean of the College of Medicine. Stipend levels begin on July 1 of each contract year and are paid biweekly.

Living quarters, meals, laundry, and other such expenses are the resident's responsibilities. In some cases and at the discretion of the University, meal tickets may be issued to the resident when the resident is assigned in‑house call on nights and weekends; similarly, living quarters may be provided during some rotations outside of the primary location of the program.

Health, Life and Disability Insurance; Worker's Compensation Insurance: Health, life and disability insurance are provided to the resident. If a resident suffers a work‑related injury, the resident is covered under the workers' compensation program of the University provided the resident complies with the requirements of the worker's compensation program. Confidential counseling and psychological support services are available through the Housestaff Affairs office. The Housestaff Policy and Procedure Manual provides details of coverage.

Professional Liability Coverage: As a participant in a graduate medical education program of the University, a resident is an employee of the University of Florida, a subdivision of the Florida Board of Regents, a State of Florida agency. The resident is personally immune from civil liabilities which may arise from acts or omissions committed by the resident in the course of employment. Section 768.28, Fla. Statutes, outlines the protection against claims and/or judgments extended to employees of the University. The Florida Board of Regents is vicariously responsible for any civil claims or actions arising from the acts of its employees and agents. Pursuant to Section 240.213, Fla. Statutes, the University has created a program of self-insurance covering claims and actions against the University and/or the Florida Board of Regents which may arise from the actions or omissions of University healthcare faculty members and other professional employees or students of the University. A resident must identify himself or herself at all times as a University of Florida employee while participating in the graduate medical education program in order to assure this coverage.

Medical Requirements:

Screening of the resident for infectious diseases, prophylaxis/treatment for exposure to communicable disease, and immunizations will be provided by the University or through arrangements with other health providers. The resident will have documentation of immunity to measles, mumps, hepatitis B, rubella and varicella (chicken pox); the resident will be required to have periodic tuberculosis skin tests. The resident will comply with the infection control policies and procedures of the institutions where the resident is assigned.

The University of Florida conforms to the Florida Medical Practice Act (F.S. 458). The rule calls for all licensed practitioners to report to the appropriate authority any reasonable suspicion that a practitioner is impaired to practice. The legislation provides for therapeutic intervention through the Physicians Recovery Network (PRN). This organization works closely with the State Board of Medicine and is recognized as the primary method of dealing with physician impairment in the state. Faculty, staff, peers, family or other individuals who suspect that a member of the housestaff is suffering from a psychological or substance abuse problem are obliged to report such problems. Reporting can be directly to the PRN or to the program director, Chair, or Housestaff Affairs office. All referrals are confidential and there is early involvement of the PRN. If the PRN feels intervention is necessary, they handle the situation and provide for treatment and follow-up. Residents can only return to clinical duties with the approval of the PRN. The PRN maintains contact with the program directors about residents in the program of recovery.

Disclaimer or Resident Assertions; Invention and Copyright Agreement:

The resident agrees that unless approved by the University's Chair all materials compiled or published by the resident relative to training and experiences received at the University and its affiliated hospitals, or arising from participation in training, patient care, or research pursuant to this agreement, will clearly state that the opinions or assertions contained therein are those of the resident and not those of the University. Pursuant to the University's rules, the resident must execute the University's Invention and Copyright Agreement.

Institutional Leave Policy:

A comprehensive leave policy is outlined in the Housestaff Policy & Procedure Manual and includes uncompensated leave, temporary military duty, absences pertaining to education and training, and maternity/paternity leave. Subject to the approval of the program director and consistent with the guidelines of the appropriate specialty board, all residents accrue fifteen (15) days of annual leave. Residents may be permitted to carry over unused leave to a new year, as consistent with the academic departmental policy of the University; however, such carry‑over must be approved by the program director and annual leave accrued may not exceed twenty‑five (25) workdays. Unused annual leave is considered non‑reimbursable.

A resident will accrue ten (10) days of sick leave for each full year of employment. The resident will be entitled to utilize sick leave for death, or in special cases, severe illness in the immediate family (spouse, parents, brothers, sisters, children, grandparents, and grandchildren of both resident and spouse). The number of days of sick leave allowed per illness will be determined by the program director. Unused sick leave is considered non‑reimbursable.

The total time allowed away from a graduate medical education program in any given year or for the duration of the graduate medical education program will be determined by the requirements of the specialty board involved. If leave time is taken beyond what is allowed by the University or the applicable specialty board, the resident is required to extend his or her period of activity in the graduate medical training program accordingly in order to fulfill the appropriate specialty board requirements for the particular discipline. The resident will be paid for makeup or extended time if funds are available at that time.

Outside Professional Activities:

All programs have established rules regarding outside and extracurricular activities that meet their RRC requirements and University's policy. There are two categories of such activity:

Programmatic activities are initiated by departments to provide clinical experiences which often are not afforded within the standard curriculum and which usually occur at non-campus health care affiliates. Supplemental compensation is provided by the University to housestaff who participate in programmatic activities.

Nonprogrammatic activities are initiated by the resident and do not involve any agreement between the University and the outside employer. Individual programs have total authority to decide whether nonprogrammatic activities are allowed in keeping with their Residency Review Committee guidelines and curriculum.

The resident is referred to both the departmental addendum for details regarding departmental policy for Outside Professional Activities and the complete policy on Outside Professional Activities set forth in the Housestaff Policy & Procedure Manual.

Certificate of Completion:

A certificate of graduate medical training will be issued to a resident on the recommendation of the University's appropriate Chair only after satisfactory completion of service and educational requirements and fulfillment of all other obligations and debts, including completion of medical records and return by the resident of State of Florida property, as well as property of any affiliated institution.

Departmental Addendum:

Depending on the graduate medical training program to which the resident is appointed, an addendum entitled "Appendix A" may be attached to and incorporated in this letter of agreement containing program‑specific information and regulations. The resident agrees to be further bound by the special requirements contained in such Appendix A if any.

“Your signature on this letter affirms you are not currently excluded, debarred or otherwise ineligible to participate in the Federal health care programs or in Federal procurement or non-procurement programs and that you have not been convicted of a criminal offense related to the provision of health care items or services. Your eligibility to participate in Federal health care programs is a condition of your employment with the University. If you are at any time excluded, debarred or otherwise declared ineligible to participate in Federal health care programs (other than through a College of Medicine- approved "private contracting" arrangement) or in Federal procurement or non-procurement programs or are convicted of a criminal offense related to the provision of Health care items or services, you employment may be terminated immediately.”

Please sign this letter indicating your acceptance of this position and return one copy to the Program Director as soon as possible. We look forward to welcoming you as a member of our housestaff.

With best regards,

Accepted: Sincerely,

_______________________________ _________________________________

Resident Michael E. Mahla, MD
Program Director for Anesthesiology

______________________

Date

In addition to the items listed in the official letter of offer, the Department of Anesthesiology will provide:

a)  Meal tickets for periods of assigned in-house, on-call duty at Shands Hospital.

b)  Fees for ABA and ASA joint In-Training Anesthesiology Examination

c)  Professional leave for (5) working days as outlined in the resident’s manual can be scheduled for attendance at recognized meetings, board exams and the like on a time availability basis.

d) Outside practice privileges are prohibited by Department and College policy for residents in training.

e) Earpieces and laundry services for scrubs and white coats are provided.

f) Block assignment rotations available at Shands Hospital are: cardiovascular anesthesia, evoked potentials and transesophageal echocardiography; neuroanesthesia; obstetric anesthesia; ambulatory anesthetic management; pediatric anesthesia; acute, chronic and cancer pain management; pediatric critical care medicine; post anesthesia care unit; clinical anesthesia; and anesthesiology critical care medicine. Other specialty rotations are also available on a time-limited basis.

g) Rotations vary at our affiliated hospitals that are Shands Hospital at the University of Florida, Veterans Affairs Medical Center, Shands Jacksonville - Jacksonville, Florida, and Florida Surgical Center. An elective cardiovascular rotation is available at St. Vincent's Medical Center in Jacksonville, Florida. Also, an elective pediatric rotation at Nemours Children's Clinic in Jacksonville, Florida. Availability of these and other elective rotations at any of the above or other affiliated institutions may change as they are revised or developed in the future.

The composition of your years at the University of Florida will be designed to meet the clinical requirements for the two years of basic anesthesiology and critical care experience.

The exact composition of your CA3 year will be designed with both your needs and how they fit with those of other residents in our program in order to best prepare you for your future career. The three options available are the program for advanced clinical experience, the subspecialty program, and the clinical scientist program. The exact composition of your CA3 year will be determined at a later date when your goals for the future crystallize.

At the successful completion of your training, you will have fulfilled the requirements to sit for the American Board of Anesthesiology Examination.

As a resident at the University of Florida, you receive certain benefits and are subject to certain terms of employment. Below please find all relevant information effective July, 2006.

The Accreditation Council for Graduate Medical Education Institutional Requirement (III.C.) requires that candidates for ACGME-accredited programs (applicants who are invited for an interview) must be informed, in writing or by electronic means, of the terms, conditions, and benefits of appointment, including financial support; vacations; parental, sick, and other leaves of absence; professional liability, hospitalization, health, disability and other insurance provided for the residents and their families; and the conditions under which living quarters, meals, laundry services, or their equivalents are to be provided.

TERMS AND CONDITIONS OF APPOINTMENT - Appointments are renewed annually and continued retention in the training program depends on your satisfactory performance/training progress, including adherence to acceptable professional behavior, as well as the continuation of requisite funding for the program. A resident’s reappointment and progression to more advanced levels will be based on the results of periodic reviews of the resident’s educational and professional achievement, competence and progress as determined by the program director and teaching faculty.

The primary site of your graduate medical training will be the University of Florida Health Science Center-Gainesville with its major teaching hospitals and affiliates, but the location of the training for any resident may occur at various additional sites. All assignments and call schedules are made at the discretion of the appropriate program director of the University.

FINANCIAL SUPPORT - The College of Medicine sets the annual stipend for residents at each level. Exceptions to these stipend levels must be approved by the Graduate Medical Education Committee. Social Security: Effective 1/13/06 residents will no longer contribute to the Social Security Administration. Instead, residents will contribute 7.5% of their pre-tax wages into an investment account. The resident will have a choice of investment options within the plan. Medicare contributions at 1.45% will continue to be withheld and matched by the University of Florida. Residents are also eligible for participation in the deferred compensation plan of the State of Florida.

LEAVE - Members of the housestaff shall be entitled to leave with pay for the purpose of annual and sick leave depending upon the length of appointment during the training period July 1 through June 30.

If specialty board regulations for annual and sick leave accrual and usage differ from that outlined in this rule, written notification of the board policy shall be completed by the program director and submitted to the Dean for approval. The total maximum time a housestaff member can be away from a program in any given year or for the duration of the residency program shall be determined by the requirements of the specialty board involved. All absences must be approved by the program director.

SICK LEAVE - All housestaff shall accrue sick leave at the rate of 10 working days per year of full employment if consistent with board requirements. If excessive time is taken, the house officer must extend her/his training to fulfill board requirements.

ANNUAL LEAVE - Annual leave accruals are normally based on an annual rate of fifteen (15) workdays for all postgraduates, provided this does not exceed that allowed by the appropriate board.

MILITARY LEAVE - Absences for temporary military duty (e.g. two-week annual training) may be taken from annual leave or if insufficient annual leave is accumulated, the housestaff member must be placed on leave without pay for such absences.

HOLIDAYS - Housestaff shall be entitled to observe all official holidays designated by the Department of Administration for state employees except when they are on call for clinical responsibilities. Housestaff on Veteran’s Administration Medical Center rotations shall be entitled to observe all official holidays designated by the federal government for employees except when they are on call for clinical responsibilities.

LEAVE OF ABSENCE - Educational Assignment - Housestaff shall be eligible for absence pertaining to education and training provided it is allowed by the appropriate board and agreed to, in writing, by the program director. Licensure Examination Leave - Housestaff taking American specialty board and state licensure examinations will be authorized leave at the discretion of the program director.

MATERNITY AND PATERNITY - Requests for maternity and paternity leaves must be submitted to the program director for approval. The duration of maternity leave before and/or after delivery will be determined by the housestaff member and her physician in consultation with the program director.

UNUSED LEAVE - All unused leave is considered non-payable leave, and there is no entitlement for lump-sum payment for unused leave upon separation or completion of training.

MEALS - Meals for overnight call residents are provided by the hospitals to which the residents rotate.

ON-CALL QUARTERS, LAUNDRY - On-Call Quarters are available at all hospitals to which the resident rotates and each provides access to bathrooms and telephones. As a general rule, living quarters and laundry, other than on-call, are not provided by the institution. Some departmental exceptions to this may exist for residents who are sent to specific rotations outside of the immediate home area. Departmental policies will govern provision of living quarters at these sites.

HOUSING - The Housestaff Affairs Office provides resources for housing for incoming residents and fellows by making available a listing of homes, condos, etc. which the completing residents and fellows are selling or renting.

INSURANCE - The College of Medicine recognizes the need to provide insurance coverage in a variety of different categories.

HEALTH INSURANCE – The College of Medicine group health plan provides for both individual and dependent coverage. Premiums are paid by the College of Medicine. The policy is administered by Humana.

COBRA (Title X of the Consolidated Omnibus Budget Reconciliation Act of 1985) - In the event of termination, under COBRA, residents have the option to continue their health insurance policy at the current premium plus 2% for a maximum of 18 months. Eighteen month continuation is also available in the event of reduction in hours or layoff. Thirty-six month continuation is available in the event of divorce, death, retirement and a dependent losing that status because of age. It is the resident’s responsibility to notify the Fringe Benefits Office within 30 days of any of the above events.

LIFE INSURANCE – Group Term life insurance of $50,000 is provided at no cost. Coverage is through Provident/UNUM Life Insurance Company.

ACCIDENTAL DEATH AND DISMEMBERMENT - Premiums are paid by the College of Medicine. Coverage is through Provident/UNUM Life Insurance Company. This coverage pays an additional $10,000 from life insurance if death is accidental. Dismemberment benefits are paid on a prorated basis.

DISABILITY INSURANCE - All active full-time College of Medicine housestaff members working at least 30 hours a week are provided Long Term Disability Insurance. This policy is underwritten by Provident Life and Accident. The monthly benefit is equal to 60% of the first $3,333 monthly salary to a maximum monthly benefit of $2,000 reduced by benefit offsets. The benefits as set forth under this policy will begin after the insured’s sixth month of total disability. The maximum benefit period due to sickness and accident is to age 65. A special conversion feature is provided.

WORKERS’ COMPENSATION – If a resident suffers a work-related injury, the resident is generally covered under the workers’ compensation program of the University provided the resident complies with the requirements of the worker’s compensation program.

PROFESSIONAL LIABILITY INSURANCE – As a participant in a clinical graduate medical education program of the University, a resident is an employee of the University of Florida, Board of Trustees (UFBOT), and the State of Florida agency that operates the University of Florida. Under Section 768.28, Florida Statutes, residents are personally immune from civil liability for any injury or damage suffered by a patient as a result of negligence occurring while residents are acting within the course and scope of their employment. The UFBOT is responsible for any civil claims or actions arising from the negligent acts of its employees and agents, including residents in University graduate medical programs.

Personal professional liability protection is afforded you by the Trust Fund while you act as a good samaritan, while you are involved in community service work which has been pre-approved by your college, or if you are on a job assignment outside of Florida.

DISABILITY - The University of Florida is committed to comply with Section 504 of the Rehabilitation Act of 1973 and with the Americans with Disabilities Act of 1990 (ADA). We therefore want to insure that qualified residents and applicants with disabilities are granted reasonable accommodations. Residents or applicants needing further information regarding requests for accommodation should contact the Chair, Americans with Disabilities Act Assessment Committee at (352)392-4569, or use the Florida Relay Service at 1-800-955-8771 (TDD). Any information supplied is strictly voluntary. All information and documentation related to requests for accommodation will be regarded as confidential pursuant to Title I of the ADA.

Any questions regarding this information may be discussed at the time of the interview.