Five Questions

Good morning!

As we enter the eighth calendar month of the pandemic’s arrival in Mississippi, I’m sure I speak for all of us that we are ready to be done with this.  On the bright side – and I always try to look on the bright side – our COVID-19 patient counts remain relatively low and manageable, our academic and research activities are forging ahead, and, goodness gracious this is some beautiful fall weather.

I just want to emphasize that even though the statewide mask mandate has been lifted for the moment, masks are still required at UMMC and I encourage you to use a mask off campus whenever you are around others. I believe, and I’m convinced the science will ultimately support, that use of masks has been the single most effective deterrent to the spread of the virus. 

In order to share my thoughts in last week's VC Notes about how moving the COVID-19 memorial tribute was, I bumped “Five Questions” to this week.

Just as a reminder, I read all your questions and comments and enjoy hearing from you.  I’m not able to respond to them all in this space, but I pass the rest along to senior administrators for review and possible action.  Please keep your questions and comments coming!

Q:  If masks are mandatory on campus, when our area has an office meeting, even if in a large conference room and people are distanced, should we not all wear our masks? I attended a supervisors meeting this week; there were seven people in attendance. I and one other person wore their masks in the room. I am confused. If mandatory, why is it deemed OK to just be distanced in a room and no mask?

A:  I turned to Dr. Alan Jones, assistant vice chancellor for clinical affairs, who is guiding our clinical response in the pandemic.  His response:  “Masks are mandatory on campus, particularly during direct patient care, in public areas and in shared workspaces.  Masks are highly recommended in work areas (such as meetings) even if social distancing of six feet or more is possible, both out of an abundance of caution and out of respect for other coworkers.  In addition, it is recommended that the number of employees in common eating areas and the amount of time they spend there with others who are not masked should be limited.”  Questions/comments come up over and over again about mask compliance, which lets me know people are spotted not wearing masks more often than should happen.  Not one of us wants to get heavy-handed about mask compliance. The reports coming from Dr. Michael Henderson’s office (chief medical officer) demonstrate very good compliance on the clinical units.  Please, please, please – let’s demonstrate the same level of compliance in our non-clinical areas.  

Q:  I have a concern regarding our floating holiday. When this special holiday was first granted to UMMC employees we were able to use it when we wanted to use it with the understanding that if it’s not used, we would lose it. Well, we are not allowed this opportunity to use it when we desire. It’s being applied for us the first time we are out sick or the first day that we take off. Previously on other units we were able to use it when we would like. I think we should be able to use this holiday when we would like to. Or I think we should give them (managers) permission to apply it. I think we are all responsible in making this decision. Some employees like to use it in the place of a birthday or other special occasion.

A:  My understanding about the use of the floating holiday is consistent with yours.  As outlined in the faculty and staff handbook, full-time employees who have completed their initial 90 days of employment receive eight hours each fiscal year for a floating holiday.  While other UMMC holidays are set and scheduled by the institution to be observed on designated dates, the floating holiday is intended to afford eligible employees the ability to request a paid day off from work of their own choosing.  While many employees elect to request their birthday, wedding or employment anniversary date as their annual floating holiday, the holiday is not limited to the observance of any of these milestones.  As with all paid time off, employees must request the time as far in advance as possible and their supervisors’ consideration to award the time off is dependent upon the ability to coordinate the employee's leave requests with those of others while meeting overall operational needs.

Q:  Is UMMC participating in the payroll tax deferral period? If so, is it optional for employees? And when will we see it in our checks?

A:  To address operating budget shortfalls caused by the COVID-19 pandemic, UMMC has elected to participate in the federal CARES Act provision allowing employers to defer (or delay) paying the employer portion of the payroll tax.  We will repay employer taxes in future years as required by the federal government.  UMMC has chosen not to participate in the deferral of employee portions of 2020 payroll taxes allowed by a federal executive memorandum in August.  The executive memorandum would require employees to pay an increased payroll tax beginning in 2021, which would effectively decrease their pay and present a financial burden for many employees.

Q:  Would you please re-emphasize that political conversations should be limited? I've repeatedly witnessed abuses of power where senior employees speak disparagingly of a party or politician and then gauge their audience’s reaction to see if anyone protests or appears uncomfortable, and if no one does, they keep on speaking negatively. However, people remain quiet, not because they agree or want to hear such comments, but rather because their jobs or educational opportunities could be threatened if they disagree. It's an abuse of seniority and power and should not be tolerated irrespective of the political party being discussed.

A:  I completely agree with you.  The workplace is not the place for conversations of this type.  When senior members of the team engage in these conversations, expressing a viewpoint in the way you describe, it is a subtle form of abuse of authority, even when presented in the context of “just joking around.”  As we approach the national election Nov. 3, I would urge our entire campus community to focus on our patients, our students, and our work and not to engage in political discussions.   Sadly, our country is a “hot mess” right now with the recent presidential debate only serving to turn up the heat.  We all have our personal opinions and all are valid.  While at work, let’s set the example by conducting ourselves in a professional manner and keeping the focus on our work and those we are privileged to care for or to teach. In all instances, let's show each other grace.

Q:  I recently learned that the gift shop in Wiser will be moving. I’m really hoping we can keep this gift shop because it serves all the employees and residents/fellows that work in Wiser, many of the employees that work in the ED and all of the patients/visitors. I believe we should not have our GYN and postpartum patients’ families go to another hospital, unless they desire, to get a snack or a gift for their loved one. I also don’t believe that our residents and fellows who work tirelessly to ensure that our patients are well cared for should have to walk to another hospital or avoid a snack break altogether because s/he doesn’t have time to walk to another hospital. Please stop the gift shop from being closed/moved. The children’s hospital should have their own gift shop, as does the main hospital, without moving ours.

A:  There will be a full gift shop in the new children’s tower, which has always been in the plan.  Financial analysis of the period January 2019 to January 2020 - before the pandemic - showed the Wiser gift shop operating at a substantial financial loss.  Unfortunately, the customer base in that location is not sufficient to sustain operations.  With two gift shops in relatively close proximity, the decision was made to close the one in Wiser and consolidate the staff and merchandise in the new Children’s location, which will also feature an adjacent “grab and go” food and beverage area with extended hours.  As our facilities, operations and consumer habits change over time, we have to adapt in ways that can make life less convenient for some. This is just an economic reality, and does not reflect favoritism toward one group or another.  I hope that in a relatively brief period of time, the extra steps that are required to reach the Children’s lobby will seem “normal” and will be more than offset by additional product offerings and extended hours in that location.