Employee Resources – Coping in a Time of Crisis
Hello from your Peer Support Team! Your MMC family wants to share some coping techniques that we find helpful. Below you will find resources that your co-workers have found useful.
A Peer Support Team member is available from 0700 – 1900 seven days per week.
Call (715) 685-5500 and ask the operator to reach out to the on-call Peer Support Team member.
You can also connect with the Peer Support Team by contacting the Nursing Supervisor, a Department Manager, Pastoral Care, or Behavioral Health Services. This is a confidential process. The MMC Employee Assistance Programs is also available to staff and their family members.
Everyone is facing new challenges in their lives right now. We want you to know that you are not alone. Thank you for all that you are doing to keep the MMC family strong during this time.
The MMC Peer Support Team
Andrew MacGregor, MA, LPC (Chaplain)
Daniel Gardner, Ph.D. (Psychologist)
Jessica Joanis, MSW. APSW Outpatient Day Treatment Coordinator)
Curi Lawson, MSW, LCSW (Psychotherapist)
Kari Marks, Ph.D. (Psychologist)
Sara Marsh, MSW, LCSW (Psychotherapist)
Laurie McKuen, RN (Emergency Department Nurse Manager)
Christine See, RN, (Behavioral Health In-Patient Nurse)
Please click HERE for a wide list of helpful resources for coping with stress. In this document, we recommend various apps available to you for free.
|10% Happier www.tenpercent.com “Want to sleep better, be more mindful, improve your relationships, and become just about ten percent happier? This is the app for you. Our guided meditations, videos, talks, and sleep content will help you build (or boost) your meditation practice, and stick with it.” 10% Happier is offering their app for free at this time to Health Care Providers by going to the following link:
|Step By Step Guide
Update from the 10% Happier team as of 1-4-2021
THE NEW YEAR’S CHALLENGE
Here’s how the New Year’s Meditation Challenge works: your goal will be to meditate at least fifteen out of 21 days. The Challenge runs from January 4 - 24, 2021, and the last day to join and complete the Challenge is January 10.
Over the course of 21 days, our teachers will guide you through a series of meditations demonstrating the benefits of developing self-love, compassion, and acceptance, and showing you how to do it.
To those of us accustomed to beating ourselves up over last year’s failed resolutions, this approach may seem counter-intuitive, but unlike shame and self-recrimination, these practices provide a renewable resource for taking action and developing the resilience that is critical to making sustained, healthy change.
Each day you’ll get a short video from Dan Harris, accompanied along the way by some very special teachers, followed by a related meditation about ten minutes long.
Need even more motivation? You can also invite your friends and do the Challenge side-by-side, keeping each other accountable.
If you are interested in joining this challenge, use the following link…
Chequamegon Bay Community Care - Our care network is here to connect people who can offer support with people who need it.
~Pick-up and delivery of groceries, medications, mail, etc.
~Social support (friendly phone conversations)
~Scheduling assistance (calling doctors and pharmacists)
Call our support line at (716) 262-9679 or
visit us at www.cheqbaycc.org
Evergrow Learning Center is currently open and is accepting Healthcare clients to there program. Please visit their webpage for more info.
Little Friends of Jesus Childcare Center is currently open. Protocol will be in place for curbside check in and out. If any staff are interested in childcare, please contact Chad Lipske, email@example.com and he will put you in contact with a LFOJ staff member to help with this. You can also view their website here.
Other home-based daycares are also open and available. We encourage you to investigate via the Youngstar website all the options that are available.
This service from Unum is available to all employees in addition to our EAP program at the Hospital and can help employees with issues from finding temporary day care to managing anxiety around this pandemic. It also provides guidance for management teams on employee productivity or managing a remote workforce.
Our EAP program currently has the following COVID-19 specific resources:
|Read more on how to protect yourself and others
Company Name is Unum Advantage when you register for these Webinars.
|Coronavirus: The Psychological Effects Webinar – 15 minutes|
|COVID-19 Webinar – 49 minutes|
Employees can always use the Unum EAP for anxiety and stress related to the pandemic:
~ Three in-person visits with a licensed counselor per issuer per year. If in-person is not feasible, employees can schedule virtual counseling sessions via Skype (or Facetime).
~ Unlimited calls to our 24/7 call-center
Unlimited help over the phone
Talk to a Licensed Professional Counselor or Work/Life Specialist over the phone. Compassionate professionals are there to listen, help you define your issues, and put you in touch with expert resources in your community for additional support. Just call 1-800-854-1446.
Unlimited online resources on www.unum.com/lifebalance.
Please click HERE for a full list of online support groups available in our area.
"Today I choose life. Every morning when I wake up I can choose joy, happiness, negativity, pain... To feel the freedom that comes from being able to continue to make mistakes and choices - today I choose to feel life, not to deny my humanity but embrace it." ~ Kevyn Aucoin
Please note: This is current info as of 5/01/2020 but due to the uncertainty of this developing situation, please check back regularly for the most current information.
Short term layoff Updates
A review of the background on our situation:
On 3/12/20, Governor Tony Evers declared a health emergency in response to the COVID-19 virus. On 3/24/20, he directed the Safer at Home order to mitigate the spread of COVID-19. On 4/16/20, he issued an extension to the Safer at Home order that is to last until 5/26/20 or until a superseding order is issued.
As you know, as a result of these emergency responses to COVID-19, MMC has made a variety of changes to operations that have affected scheduling and assignments in all departments and job classifications. Unfortunately, this has caused many MMC employees to be working fewer hours or to be on a short term layoff status. The hospital and both unions have had frequent discussions about this situation.
Since the current reduction in staffing is expected to be temporary the hospital and the unions do not believe permanent layoffs are in the best interests of our employees, our patients or MMC.
LSPNA and AFSCME-Local 1155 Represented Staff
The labor agreements by and between Memorial Medical Center and LSPNA and with Local 1155-AFSCME each have a provision for short term lay-offs to be extended up to four weeks. Under the current agreements, layoffs that are expected to be permanent are subject to a different process.
The hospital and both unions have agreed to modify the short term layoff provisions of the current labor agreements in this manner:
Any layoff enacted prior to 5/26/20 is to be treated as a short term layoff, regardless of duration up to and including 6/7/20. Employer contributions toward insurance premiums will not change during the extended short term layoff status. Employees will be responsible for the same premium amounts paid prior to short term layoff/reduction in hours. If a short term layoff is expected to continue beyond 6/7/20, the permanent layoff provisions of the appropriate labor agreement will take effect.
Permanent layoff information:
You will be notified by phone no later than 5/22/20 if your short term layoff is expected to go beyond 6/7/20. At that time it will be considered a permanent layoff. You will immediately be asked if you want to exercise your bumping rights. The 7 day written notice requirements have been waived for our current situation, and you will need notify Human Resources (715.685.5520 or firstname.lastname@example.org) of your decision as soon as possible, but no later than 1600 on 5/23/20. If you believe you have not received a message or a phone call from Human Resources on 5/22/20, you must call or email Human Resources no later than 1600 on 5/23/20 to verify the status of your short term layoff.
If you bump into another position, that new position will be your permanent assignment until such time that you would qualify and be eligible to sign a posting and accept another position. If you don’t wish to bump, you will remain on layoff status, eligible for unemployment and able to sign postings for 12 months following the start of the permanent layoff. Your health and dental insurance will be canceled effective 7/1/20, but you will receive a COBRA notice regarding your rights to maintain those coverages.
For Non-union Staff
Non-union staff that have been laid off will continue in that status at least through the month of May. If enrolled in the group health and dental plans, coverage will remain in effect through June. MMC will continue to make the same contributions toward coverage as before the layoff. Employees will be responsible for the employee portions when they return. If a permanent layoff is necessary, health and dental coverage will be canceled effective 7/1/20 and those affected will receive a COBRA notice regarding rights to maintain those coverages. Those employees would remain eligible to apply for unemployment.
AFSCME- Local 1155, LSPNA and MMC remain committed to doing everything we can to provide the best care to our community and the best workplace for our employees. Our hope is that everyone will soon be back to work.
Will I lose my health/dental insurance if I apply for unemployment?
No, no changes will be made to an employee’s health/dental insurance, even if an employee files a claim for unemployment.
If my hours have been reduced, but I am still working, can I still apply for unemployment?
Wisconsin unemployment benefits are available to individuals partially unemployed due to working reduced hours. Individuals may be eligible for unemployment benefits if they meet the monetary criteria and the weekly eligibility criteria.
Can employees put in “Low Census” hours?
Low census hours may be used if an employee continues to work, but intermittently has reduced working hours. If an employee has been completely laid off and out of work, they would not be able to enter low census hours.
If using Low Census, how do Health Insurance premiums get paid?
Premiums would continue to be deducted from your paycheck; if there are not enough hours submitted during the pay period to cover the premiums they would go into arrears.
What are my options if I am laid off?
Staff may use their accrued benefit time (vacation, holiday, PTO) or unpaid leave. They also may be eligible for unemployment.
Can employees take unpaid leave even if they have benefit time to use?
Can staff use benefit time (PTO, Holiday, Vacation)?
You can choose to take Holiday, Vacation or PTO time to cover your reduced hours. Make sure you contact your manager about your decision on what benefit to use.
Can new staff who are not yet eligible to use benefit time use theirs in this situation?
Yes, Administration has agreed to temporarily waive the probationary period for new employees to use their benefit time.
What if I run out of benefit time or choose not to use my benefit time?
You may be eligible for unemployment benefits. You can contact the Department of Workforce Development (DWD) to file for unemployment benefits at https://dwd.wisconsin.gov/ui/. DWD has implemented special provisions for those people whose jobs have been affected due to COVID-19. MMC’s HR will do everything we can to expedite any claims that come through.
Can staff use sick time?
Sick time may only be used if the employee has an illness or on an approved FMLA leave.
What happens if I am asked to go into self-quarantine due to COVID-19, then what?
Please contact HR if you have been asked to go into self-quarantine, as they are tracking this for administrative purposes. Self-quarantine hours are covered by PTO, short-term disability and/or sick time policies.