UM Upper Chesapeake
Transition to One UMMS

Here at UM Upper Chesapeake Health, we’re on a journey together.

For over a century, our hospitals have served the residents of northeastern Maryland with unparalleled dedication and a culture of excellence. Almost 10 years ago, we joined the state’s premier academic health system when we became part of the University of Maryland Medical System (UMMS). As we enter our first decade as an UMMS member organization, it is time to make improvements to our business processes and technology systems that take us further toward One UMMS and allows us to take advantage of the benefits of being part of a large, statewide system.

All team members are critical to our success in this transformational journey. As we continue to grow and evolve into a truly integrated, connected and sustainable UMMS member organization, we are committed to maintaining a positive and supportive workplace environment.

This webpage is your home for details on this journey.

WATCH MANAGER OPEN FORUMS

March 23, 2022 – Leaders Brief – Business Integration Restart

UCH Top 5 – May 4, 2022

Yes. All team members must access the tool and elect coverages by May 18. The open enrollment period includes not only health coverage, but also other voluntary and supplemental benefits.

Yes. As a reminder, to ease this transition, members of the UCH PPO were able to carry over any expenses credited toward the deductible and the out-of-maximum from calendar year 2021 to the January 1-June 30, 2022, short plan year.

Yes. Basic life insurance is provided through UMMS. Supplemental coverage is available through open enrollment.

Training resources and job aids are available online at oneumms.org/training-resources-timekeeping. Fliers posted at the time clocks will include a QR code that, when scanned with your smart phone, will quickly link to the most used job aids.

Here’s a quick reference of the most common topics and where to find help.

  • Time Clocks – Command Center 855-4UMMSHR (855-486-6747), option 7
  • New ID Badge – Badge Hotline at 443-643-4000
  • Benefits – Kelly Benefits at 443-589-1888

UCH Top 5 – April 21, 2022

Team members can access People Planning: Timekeeping (Kronos) in a few ways:

  1. Web browser (https://umm.kronos.net/wfc/logon)
  2. UCH Intranet (UM UCH Insider>Staff Quick Links>Kronos Workforce Central)
  3. Mobile app (search “UKG WF Central” and follow the instructions here)

Team members whose shift overlaps midnight on the May 8 go-live date (begins May 7 and ends May 8) should clock in using the API clock and clock out using the API clock.

You can delegate functions in People Planning: Timekeeping using the Manager Delegation Request. Find the job aid for this function here.

No. Exempt team members will have a schedule entered in Advanced Scheduler but clocking in and out is not required.

Yes. Team member approval of timecards is requested, but managers will be able to approve their team members’ timecards even if the team members have not.

Dates of Note – Upper Chesapeake Transition to One UMMS

  • March 19 – HireRight Software Go Live
  • March 28 – Infor Finance Data Freeze
  • March 28 – Infor SCM Data Freeze
  • March 28 – April 1 -Training – Infor Supply Chain Management
  • Leadership (DL+) – Weekly Project Briefings
    • March 23, 9:15 a.m.– 9:45 a.m.
    • March 30, 9:15 a.m. – 9:45 a.m.
  • March 28 – April 1 – Training – Infor Supply Chain Management
  • April 4 – April 22 – Training – UMMS People Planning (Kronos) – Advanced Scheduler
    • (only one session required)
  • April 12 – April 21 – Training – UMMS People Planning (Kronos) – Timekeeping
  • April 26 – May 5 – Training – PeopleFluent for Hiring Managers
    • (only one session required)
  • Leadership (DL+) – Weekly Project Briefings
    • April 6, 9:15 a.m. – 9:45 a.m.
    • April 13, 9:15 a.m. – 9:45 a.m.
    • April 20, 9:15 a.m. – 9:45 a.m.
  • April 25 – Early Access Period for Infor and UMMS People Planning (Kronos)
  • April 25 – Kronos Timeclock Practice
  • One UMMS Benefits Town Halls
    • April 25, 11:00 a.m. and 4:00 p.m.
    • April 26, 7:00 a.m.
    • April 27, 10:00 a.m.
    • April 28, 5:00 p.m.
  • May 1 – May 18 – Open Enrollment for One UMMS Benefits
  • May 2 – Infor Supply Chain Management Go Live
  • May 8 – UMMS People Planning (Kronos) Go Live
    • 7:30am
  • May 8 – Leave Management (PTO, STD/LTD)
  • May 8 – Other One UMMS Pay Practices
  • May 8 – PeopleFluent Talent Management Software Go Live
  • May 27 – First Paycheck With New Pay Practices
  • Leadership (DL+) – Weekly Project Briefings
    • May 4, 9:15 a.m. – 9:45 a.m.
    • May 11, 9:15 a.m. – 9:45 a.m.
  • June 24 – Last Pay Period with Wellness Works Challenge (WWC) Discounts
  • July 1 – UMMS Benefits Effective
  • July 8 – First Pay Date Under One UMMS Pay Practices

Pay Practices

This overview summarizes the pay practices going live at UM Upper Chesapeake beginning in January 2022. To review the full scope of One UMMS pay practices implemented starting in January 2021, click here. Some practices, like standard shift differential, are already in place at UM Upper Chesapeake.

WHAT IS NEW?
UMMS has a new set of pay guidelines that apply when you are scheduled On Call and asked to come to work. These are called Call In Guarantees (previously known as Call Back pay). The Call In Guarantee is now four hours of base pay.

HOW IS IT DIFFERENT?
Previously, Call In rules varied by hospital. These new guidelines standardize Call In Guarantees across the System.

HOW DOES IT AFFECT ME?
If you are asked to come to work when you are scheduled On Call, you are guaranteed four hours of base pay (and will receive shift differential pay, as appropriate, based on actual hours worked). Your hourly On Call rate stops as soon as you clock in for the On Call shift. The following scenarios explain what happens next.

Scenario A: Back-to-Back Call In Shifts Scenario B: Overlapping Call In Shifts
1. If you are called in and work only 1 hour, you will still receive pay for a 4-hour shift. 1 hour will be paid at base rate plus shift differential, if it applies. 3 hours will be paid at your base pay rate.1. If you are called in and work only 1 hour, you will still receive pay for a 4-hour shift. 1 hour will be paid at base rate shift differential, if it applies. 3 hours will be paid at your base pay rate.
2. If you are asked to return to work again after the initial 4-hour guarantee period has passed and you work less than 4 hours, you are again eligible for a 4-hour Call In Guarantee period.2. If you are asked to return again during that same 4-hour guarantee timeframe, you will be paid for your hours worked at base pay rate plus shift differential if it applies. However, you will not be entitled to an additional 4-hour guarantee.

WHY IS IT CHANGING?
Creating standard guidelines for Call In Guarantees ensures that you know what to expect no matter where or when you work within UMMS. Standard rates ensure that Call In pay is consistent across the System and competitive within our markets.

FAQs

The standard rate for team members who are scheduled On Call is $3.50 per hour. Employees who are on call are paid this rate for each hour that they are on call, even when they are not called to report to work.

A “Call In Guarantee” (previously known as “Call Back”) is the amount of hours you are guaranteed to be paid when you are scheduled On Call and report to work. If you are scheduled On Call and report to work, you are guaranteed four hours of pay even if you are sent home before you have worked the full four hours.

No. You will be paid the On Call rate of $3.50 per hour when you are scheduled On Call and not at work. If you are scheduled On Call and report to work, you will receive your regular base rate for the hours worked on that shift (a minimum of four hours), plus any applicable shift differential.

To be eligible for the Call In Guarantee, you must be scheduled On Call and called in to work outside your regularly scheduled shift.

No. The Call In Guarantee will be automatically calculated when you clock in as long as you are scheduled to be On Call during that time.

If you are sent home due to low census or another reason and placed On Call, you would then be eligible for the Call In Guarantee if called in to work. Only team members who are scheduled to be On Call are eligible for the Call In Guarantee.

Yes. You can receive the Call In Guarantee a maximum of three times, for a total of 12 hours of work.

To receive the Call Back Guarantee, you must first complete your regularly scheduled shift and not be on premises when called back in. In the example above – where you were already on site – you would receive your base rate of pay plus any applicable shift differential for the hours actually worked on evening shift, but you would not be eligible for the guaranteed four hours.

WHAT IS NEW?
Our new timekeeping clocks document the exact time when you start and finish your work shift.

HOW IS IT DIFFERENT?
Previously, clocks rounded your time up or down to the nearest 1/4 hour. For example, if you clocked in at 8:04 a.m., the clock rounded your start time down to 8:00 a.m. If you arrived at 8:11 a.m., the clock rounded up to 8:15 a.m.

Now, when you clock in at 8:04 a.m., your timecard will show 8:04 a.m., so you will know — and be paid for — exactly the time that you worked each day.

HOW DOES IT AFFECT ME?
You will continue to clock in and clock out the same way you do today. Your pay will be based on the exact time you clocked in and exact time you clocked out each day.

WHY IS IT CHANGING?
At UMMS, we recognize and respect the value of your time. You must be paid for the hours that you work.

FAQs

No. You will continue to clock in and clock out in the same way.

No. The timekeeping clocks will remain where they are at all locations.

We are taking steps to ensure that all team members have prompt access to clock in and clock out when they enter and leave for their shifts. If you do experience an issue clocking in or out, you may request a correction on the time clock during your clock in or clock out procedure. This correction will then be reviewed and approved by the timekeeper or manager.

If you forget to clock in or clock out, please request a correction within the same week. You may do so within the time clock, directly on your timecard.

Yes. Only non-exempt (hourly) team members are now required to clock in and out. Exempt team members fulfill the duties of their position regardless of the number of hours they work, and they no longer are required to clock in or clock out.

Your pay will be based on the exact time you clocked in and exact time you clocked out each day.

Yes. The exact timekeeping capability will be implemented across all methods of clocking in and out across the System.

The new practice of exact timekeeping should not result in any change in team members’ actual work time. However, it may require that managers more closely monitor team members’ timecards. If managers find that a team member is routinely clocking in early or clocking out late, they may need to meet with their team member to discuss the importance of adhering to their schedule. Employees should also report to their manager if their ability to clock in or clock out according to their schedule is due to an issue at the time clock; managers will monitor and escalate this concern if it becomes an ongoing issue.

WHAT IS NEW?
Your ability to take paid time off from work has been standardized into a System-wide Paid Time Off (PTO) program. This program is comprised of three leave banks: PTO, Reserved Sick Bank and Maryland Sick and Safe Leave (SSL). This fact sheet focuses on the PTO program.

  • PTO – all paid time away from work that isn’t SSL. When SSL is exhausted, a team member will use PTO for reasons that qualify for SSL.
  • Reserved Sick Time — unused sick hours from existing plans that can only be used for absences that would qualify for leave under the Family and Medical Leave Act (FMLA).
  • SSL — paid leave away from work that is provided by Maryland law for designated health situations for you and your immediate family

HOW IS IT DIFFERENT?
Previously, time-off benefits differed by hospital and separated leave banks. For hospitals that did not have a PTO program, the new PTO bank eliminates the need to designate time off as vacation, personal or holiday time off by bringing all leave together under a single benefit. Reserved sick time and SSL have other, specific guidelines for use.

HOW DOES IT AFFECT ME?

Your available time off will be consolidated into a single bank.

If you are used to seeing your time separated based on the type of time off, you will now see that time consolidated into one single bank of paid time off hours*.

You can accumulate up to 1.5 times your annual accrual in your PTO bank.

For example, if your annual PTO accrual is 20 days, the most days that you can accumulate in your PTO bank at any one time is 30 (20 days x 1.5 = 30 days). As you take PTO and your balance falls below your maximum, you will begin to accrue time again.

You’ll keep your current time-off balances.

Employees with unused vacation or personal time when the new PTO program begins will have unused hours rolled over as PTO into your new PTO bank. Employees with unused sick time when the new PTO program begins will have those days available in a a new Reserved Sick Bank. Please see the FAQ on PTO for more information on the Reserved Sick Bank.

You will be paid for unused PTO if you leave UMMS.

If you’ve worked for UMMS for longer than 90 days, UMMS will pay you at your base pay rate for your accrued PTO balance as of the date of your separation.

PTO Accrual Schedule (1.0 FTE)


FAQs

No. If your unused paid leave that is being rolled into your new PTO bank on May 8, 2022 results in your balance being above the maximum, you will be allowed to keep all of those hours. If you are at or above the maximum when the new program begins, you will not accrue new hours until the balance is below the maximum.

Time away from work is important for your personal and professional wellbeing. UMMS encourages all team members to take time off throughout the year. This model is a best practice in the health care industry and competitive with other health care organizations in our area.

With the new PTO program, team members with an 1.0 FTE can accumulate up to 1.5 times their annual accrual in the PTO bank. This maximum accrual does not have a start and end time. For example, if your annual PTO accrual is 22 days, the most days that you can accumulate in your PTO bank at any one time is 33 (22 days x 1.5 = 33 days). As you take PTO and your balance falls below your maximum, you will begin to accrue time again. PTO accrual is prorated for part-time team members.

FMLA does not impact the accrual of PTO while on leave. The accrual of PTO during a leave depends on whether you are on a paid or unpaid leave. An team member will accrue PTO hours during paid leaves, with the exception of hours paid under eligible UMMS-sponsored short and long-term disability plans. An team member will not accrue PTO hours when they are on an unpaid leave of absence.

In most situations, this team member would be eligible to accrue at the 20+ years of service tier. UMMS considers consecutive service with any member organization within the System when assigning years of service. If you leave UMMS for another organization not affiliated with the System at the time of departure, your years of service will not carry with you, even if that organization is later acquired by UMMS.

If you want to work on an UMMS observed holiday when your department is closed, and you are not expected to work, you should first talk with your manager for approval in advance. If approved, you would not use PTO hours for that day, and those hours would be available to use at a future date. If an exempt team member works on a holiday, neither the team member nor their manager need to do anything in the system; the team member will be paid “Regular” hours.

Yes. Creating opportunities for team member growth is one of our top priorities. A key benefit of the new pay practices and policies is that team members won’t have to “start over” when they advance their career across professions or at different UMMS locations. Employees transferring from one UMMS member organization to another will retain their years of service and carry their PTO balance to the new UMMS facility up to the balance limit corresponding to the new position. Any remaining PTO balance will be paid out by the former UMMS facility. Your unused Sick and Safe Leave and Reserved Sick Leave hours will also carry with you to the new member organization.

Yes. The new UMMS People Planning: Timekeeping will allow team members to request PTO directly at the timeclock. It is important to remember that this is still a request. The team member’s manager or timekeeper assigned to that department must approve or deny the request before the desired PTO date. If approved, the PTO is recorded on the team member’s timecard. All the details about how to request and approve PTO will be covered in the People Planning: Timekeeping training.

PTO accrues at an increasing rate, based on your years of service with UMMS. View the accrual schedule for exempt and non-exempt team members here.

When you are sick, you have a few options for paid leave:

  1.   First, use your Maryland Sick and Safe Leave (SSL).
  2. Then, if you are on an approved leave of absence and your organization previously offered sick time, you must use any hours you have available in your Reserved Sick Leave. Reserved Sick Leave is any unused hours from sick time held in a reserve bank accessible for situations when FMLA would apply.
  3. Finally, you can use your PTO.

Yes. As part of our standardization effort, across the System we have shortened the required waiting period to access Short Term Disability from 14 days to 7 days. This means that team members are eligible to receive Short Term Disability one week sooner, and will not have to use as much of their paid leave before that benefit begins.

Your total PTO bucket includes time for UMMS observed holidays. If you are non-exempt and work on one of these days, you are eligible for premium holiday pay. Both exempt and non-exempt team members should submit a PTO request for holidays in the same way they submit a request for other PTO.

Paid Time Off (PTO) accruals include the following holidays standard across the System. If you are non-exempt, your department is open on an UMMS observed holiday and you work on these days during the hours noted below, you will receive premium pay.

  • New Year’s Day (29 hours beginning at 7:00 p.m. day prior)
  • Martin Luther King Jr. Day (3rd Monday in January; 24 hours beginning at 12:00 a.m. day of)
  • Memorial Day (Last Monday in May; 24 hours beginning at 12:00 a.m. day of)
  • Independence Day (July 4; 24 hours beginning at 12:00 a.m. day of)
  • Labor Day (1st Monday in September; 24 hours beginning at 12:00 a.m. day of)
  • Thanksgiving Day (4th Thursday in November; 24 hours beginning at 12:00 a.m. day of)
  • Christmas Day (December 25; 29 hours beginning at 7:00 p.m. day prior)

No. Maryland Sick and Safe Leave is separate from the UMMS PTO Program and administered according to Maryland state law. Refer to the Maryland Sick and Safe Leave policy for details on using SSL.

Yes. UMMS offers Maryland Sick and Safe Leave to all team members, regardless of residence.

You can request PTO on the time clocks located on site, or online through the People Planning Timekeeping application. There may also be department-based standards in your area that you should follow for requesting PTO.

While you will begin accruing paid time off hours starting with your first pay period, you may not take paid time off until the start of the first full pay period after your 90th day at work.

No. UMMS encourages all team members to use their paid time off from work throughout the year. If you separate from UMMS and you’ve worked for the System for longer than 90 days, UMMS will pay you at your base pay rate for your accrued PTO balance as of the date of your separation.

Yes. As part of our standardization effort, across the System we have shortened the required waiting period to access Short Term Disability from 14 days to 7 days. This means that team members are eligible to receive Short Term Disability one week sooner, and will not have to use as much of their paid leave before that benefit begins.

If a team member is still in their 90-day probationary period, they will be allowed to take PTO for an UMMS Observed Holiday. If they have not yet accrued enough time to cover the holiday, they will be temporarily allowed to let their balance fall below 0 hours for the pay period in which the holiday falls.

No. Exempt team members will take PTO in full-day increments only. When an exempt team member works a partial day, they are still expected to complete the expectations or their job. This means at times it may be necessary that they work beyond their scheduled time. If partial-day absences prevent the team member from completing the expectations of their job, the manager will address this as a performance issue with the team member.

These two situations are covered with separate leave policies by each member organization and not a part of the PTO program. These policies can be found with all other team member policies for your organization.

No. While your existing accrued paid leave will not be lost, UMMS is not offering compensation for any paid leave differences. Unused vacation, personal or PTO that you have when the new program goes into effect will be rolled into your new PTO bank. For team members at member organizations who offered sick time, those unused hours will be moved to a Reserved Sick Leave bank, available for use when no other paid time off remains.

No. The balance you begin with in your Reserved Sick Leave will not grow. The balance does not expire and will not be paid out if you separate from UMMS.

Employees who regularly work 12 or more hours a week are eligible to accrue up to 40 hours of SSL per calendar year. Non-exempt team members earn one hour of SSL for each 30 hours worked; exempt team members accrue based on 40 hours per week (or their FTE, whichever is less). If you don’t use your SSL, you can carry over unused time to the next year, but your total SSL bank cannot exceed a total of 64 hours.

You can use SSL for your own health or for the health of a family member. This includes:

  • mental or physical illness, injury, or condition
  • preventive medical care
  • maternity or paternity leave
  • domestic violence, sexual assault, or stalking

No. If your office is closed on an UMMS observed holiday, you must use your accrued PTO hours for that holiday. Remember, under the new program, UMMS observed holiday hours will be added to our “PTO” hours and will now part of the total PTO bucket.

Employees who are assigned an FTE (Full Time Equivalent) of 0.5 or above (scheduled for approximately 20 hours per week) are eligible to accrue PTO at the standard accrual schedule. Based on time worked, this accrual is prorated and will typically be approximately half of the time accrued by a team member assigned a 1.0 FTE. Employees who are assigned to work an FTE less than 0.5 are not eligible to accrue PTO. If you have questions about your eligibility, please speak with your manager.

We set the accrual schedules for exempt and non-exempt team members based on an examination of paid leave at our member organizations as well as comparisons to paid leave in our market areas. The new accrual schedule is designed to ensure that our team members have ample paid leave for their personal well-being.

No. In June 2020, UMMS offered a one-time vacation/PTO buy-back option for team members who had accrued more time than they thought they could use before it expired and/or wanted the additional money. This was a limited program associated with the System’s COVID-19 response. Please check with your HR Business Partner for more information.


Observed Holiday

FAQs

Paid time off hours for UMMS observed holidays are now included in team members’ PTO accrual and part of your PTO “bank” of time. A new video helps explain the new PTO program, and here’s more information about how holidays will work:

EXEMPT/
NON-EXEMPT
IS YOUR DEPARTMENT CLOSED? DO YOU HAVE PTO HOURS AVAILABLE? HOW IT WORKS
Exempt Yes Yes You will take this day off. You should either submit a time-off request using the PTO Planned pay code or your manager/timekeeper will need to enter PTO Planned on your schedule. The hours you are normally scheduled to work will automatically be deducted from your PTO accrual.
Exempt Yes No You will still take this day off. You should either submit a time-off request using the PTO Planned pay code or your manager/timekeeper will need to enter PTO Planned on your schedule. Your PTO accrual will temporarily go into a negative balance to cover the hours you were scheduled to work.
Exempt No Yes If you work on this day, you will be paid your normal base salary and may use these PTO hours another day. If you do not work on this day, you should either submit a time-off request using the PTO Planned pay code or your manager/ timekeeper will need to enter PTO Planned on your schedule.
Exempt No No If you work on this day, you will be paid your normal base salary. If you do not work on this day, you may work weekends or have already met your weekly scheduled hours and not need to take PTO. If that is not the case, you should either submit a time-off request using the PTO Planned pay code or your manager/timekeeper will need to enter PTO Planned on your schedule. Your PTO accrual will temporarily go into a negative balance to cover your scheduled hours.
Non-Exempt Yes No You will still take this day off. You should either submit a time-off request using the PTO Planned pay code or your manager/timekeeper will need to enter PTO Planned on your schedule.  Your PTO accrual will temporarily go into a negative balance to cover the hours you were scheduled to work.
Non-Exempt Yes Yes You will take this day off. You should either submit a time-off request using the PTO Planned pay code or your manager/timekeeper will need to enter PTO Planned on your schedule.  The hours you were scheduled to work will automatically be deducted from your PTO accrual.
Non-Exempt No Yes If you work on this day, you will be paid 1.5 times your normal hourly rate and may use these PTO hours another day. If you do not work on this day, you should either submit a time-off request using the PTO Planned pay code or your manager/timekeeper will need to enter PTO Planned on your schedule.
Non-Exempt No No If you work on this day, you will be paid 1.5 times your normal hourly rate. If you do not work on this day, you may work weekends or have already met your weekly scheduled hours and not need to take PTO. If that is not the case, you should either submit a time-off request using the PTO Planned pay code or your manager/timekeeper will need to enter PTO Planned on your schedule.  Your PTO accrual will temporarily go into a negative balance to cover your scheduled hours.

Remember, if your PTO bank goes into the negative in any of the above scenarios, it will rise again as you accrue more time each pay period.

UMMS observes the following seven (7) holidays:

  • New Year’s Day (January 1)
  • Martin Luther King Jr. Day (3rd Monday in January)
  • Memorial Day (Last Monday in May)
  • Independence Day (July 4)
  • Labor Day (1st Monday in September)
  • Thanksgiving Day (4th Thursday in November)
  • Christmas Day (December 25)
  • Good Friday is observed at UM St. Joseph Medical Center only.

Yes. If you are a non-exempt team member and are on call during an UMMS Observed Holiday, you will receive $3.50 for each hour you are on call. If you are called into work during the holiday hours, you will be paid 1.5 times your base hourly rate for all hours worked on the holiday, plus any applicable shift differential. You are also guaranteed four hours of pay thanks to the new Call In Guarantee.

UMMS will pay a premium rate to non-exempt (hourly) team members who work on observed holidays.

Exempt (salaried) team members who work on a designated holiday will be paid their normal base salary.

Non-exempt (hourly) team members who are required to work on the actual day of a designated holiday are paid 1.5 times their normal hourly rate for all hours worked on the holiday.

For purposes of being paid the holiday premium of 1.5 times a team members’ base hourly rate, the holiday start and end times are as follows:

Collective bargaining agreements may contain provisions that supersede or are supplemental to the provisions of this policy. Employees under a labor contract should refer to those document rules.

Employees who do not work holidays because their department or unit is closed are required to use this accrued PTO. Employees who work on observed holidays can use that PTO for permitted reasons at another time according to the organization’s PTO policy.

When an observed holiday falls on a Saturday, administrative offices will be closed on the preceding Friday. When an observed holiday falls on a Sunday, offices will be closed the following Monday. Premium holiday pay is paid to team members who work on the actual holiday.

If you work in a department that is closed for a designated holiday and do not have sufficient accrued PTO to cover the holiday, your PTO balance will be allowed to go into a negative balance in the pay period in which the holiday falls.

When you are sick, you have a few options for paid leave:

  1. First, use your Maryland Sick and Safe Leave (SSL).
  2. Then, if you are on an approved leave of absence and your organization previously offered sick time, you may be able to use your Reserved Sick Leave. Reserved Sick Leave is any unused hours from sick time held in a reserve bank accessible for situations when FMLA would apply.
  3. Finally, you can use your PTO.

Finance/SCM/HR Alignment

The service alignment in Finance, Supply Chain and HR is to ensure that we have the right team members in the right positions to meet the needs of UM Upper Chesapeake in support of new technologies in these areas. The alignments in these departments are the next step in our move to One UMMS, as some departments moved to the shared services model over the past few years. These transitions are underway and will continue through winter 2022.

WHAT ARE THE BENEFITS?

  • We will now be able to rely on a centralized process for many of our business operations and have the strength of the entire System behind us. This means less manual work for our managers.
  • Team members will be able to access HRConnections for their one-stop needs related to HR information and questions.

PeopleFluent Talent Acquisition

As part of the broader transition into UMMS HR Shared Services, UM Upper Chesapeake is adopting the same Talent Acquisition systems that the rest of the system uses. This transition will provide access to tens of thousands of new candidates around our service areas as we look to fill current and future open positions.

PeopleFluent is the name of the new of the applicant tracking system that is replacing Position Manager. This system will allow HR Recruiters to advance candidates and for UM Upper Chesapeake hiring managers to review candidates and make final hiring decisions.

One UMMS Benefits

Health & Wellness

In July 2022, UM Upper Chesapeake team members will transition to One UMMS standards for medical, dental, vision, prescription and life insurance benefits.

Open Enrollment is May 1-18, 2022. This is an active open enrollment, which means all team members must make new benefit elections. If no action is taken during this time, your current coverage will end on June 30, 2022.

One UMMS Benefit Town Halls
Town Halls are being held April 25-28. Find dates and times and register here.

Team Member Updates
February 7, 2022
Health & Wellbeing Plan: Update on Open Enrollment

Health & Wellness FAQ

UMMS benefits plans operate on a July 1-June 30 plan year, and the UM UCH plans operate on a calendar year, January 1 –December 31. To successfully transition to the UMMS schedule, we need to have a six-month plan period. This is called a “short” year.

To have the least financial impact on our PPO participants, UM UCH will apply any amounts that were credited against the 2021 calendar-year deductible, as well as the 2021 out-of-pocket maximum, toward the deductible and out-of-pocket maximums for our short year January-June, 2022. This means that current PPO participants will not have to “start again” with a new deductible and out-of-pocket maximum on January 1, 2022.

No. The short year option is not available to current members of the QHDHP because doing so would jeopardize the “qualified” status of the plan, which could mean that our QHDHP participants would not be able to contribute to the Health Savings Account (HSA).

No.

Yes.

  • Due to the short plan year, the FSA contribution limit for January-June 2022 will be $1,375, which is half of the 2022 calendar year limit of $2,750.
  • The limited purpose FSA limit for January-June 2022 will also be $1,375, which is half of the 2022 calendar year limit of $2,750.
  • Participants will have 60 days to make claims for services incurred prior to June 30, 2022.

Yes. Due to the short plan year, the DC FSA contribution limit for January-June 2022 will be $2,500, which is half of the 2022 calendar year limit of $5,000. Participants will have 60 days to make claims for services incurred prior to June 30, 2022.

Yes, members of the Qualified High Deductible Health Plan (QHDHP) may contribute during the short plan year.

  • The HSA contribution limit for January-June 2022 for single coverage will be $1,825, which is half of the 2022 calendar year limit of $3,650.
  • The HSA contribution limit for January-June 2022 for family coverage will be $3,650, which is half of the 2022 calendar year limit of $7,300.
  • QHDHP members who are age 55 or over may still contribute up to $500 in catch-up contributions during the short plan year, which is half of the $1,000 annual catch-up contribution limit for 2022.

Yes. Although this is a short plan year, our participants will have all the options available to them as they would have in any year. These include:

  • Enroll/re-enroll in FSA (Health and/or Dependent Care) or HSA (Note: this is required if you wish to participate in 2022.)
  • Enroll, for the first time, in the medical and/or dental plan(s)
  • Cancel enrollment from plan(s) or make changes to current selections
  • Add and/or delete dependent(s) from coverage (verification of dependent eligibility required for additions)
  • Declare/change your selection of a PCP (Primary Care Provider)

No. Re-enrollment is not required during this open enrollment period, unless you want to complete one of the transactions listed above. If you choose not to make changes, your current coverage will continue beginning January 1, 2022, and will continue until June 30, 2022.   Please note that FSA and HSA contributions must be renewed each year.

Yes. If you wish to participate in an FSA in 2022, you will need to enroll OR re-enroll in that benefit during the October 2021 open enrollment.

UMMS typically conducts open enrollment in May of each year for a July 1 effective date. Our leadership will share detailed information with all team members to be sure you understand our new benefits in plenty of time to make informed selections before the new plan year.

Yes.

We plan to move forward with the return to in-person WWC screenings beginning in October. Please see the information contained in your enrollment packet about this challenge. UM UCH team members can continue to earn incentives, which will be applied to their deductions during our “short year” from January 1-June 30, 2022.

A decision on the future state of the Wellness Works Challenge is anticipated in February 2022. UM UCH team members will continue to receive any incentives they have earned until at least June 30, 2022.

Disability

UM Upper Chesapeake will have access to One UMMS disability benefits starting in early 2022. These benefits are greatly enhanced from current disability benefits offered to our team members. Please review the comparison below for more information. No enrollment is necessary to qualify for these benefits.

Disability FAQ

As part of the transition to One UMMS benefits, we have shortened the required waiting period to access Short Term Disability to 7 calendar days, with the benefit being available on the eighth day. This means that team members will not have to use as much of their paid leave before the benefit begins.

Yes. As part of our transition to One UMMS standards, Lincoln Financial Group will begin managing team members’ disability leave starting early in Q1 2022. Team members will continue to notify their department manager that they will need a leave, but they will not need to complete any paperwork with the department as they may be doing now. All requests and documentation will go through Lincoln. More details on this process will be shared closer to the transition.

If you have an approved intermittent FMLA claim, you may use Reserved Sick time. If you are not eligible for intermittent FMLA, then Reserved Sick may not be used. Reserved Sick Leave is reserved for the same type of absences that would qualify for leave under the Family and Medical Leave Act (FMLA). However, a team member can access this Reserved Sick Leave time regardless of whether they meet the service and the hours worked requirement under the FMLA. Reserved Sick may not be used for occasional absences that may be related to an illness or injury that would not be covered under the FMLA.

Yes. Enrollment in supplemental disability insurance may be discontinued at any time. Contact your benefits team for more information.

No. If your disability date is prior to the transition, your short term disability benefits will adhere to UM Upper Chesapeake’s current short term disability program. However, your leave management will transition to Lincoln, and you will receive a Lincoln leave ID number and Case Manager. You will receive a letter from Lincoln with this information closer to the transition date.

EAP

Coming soon!

Tuition Benefits

Coming soon!

Ask a Question

Have a question about our transition to OneUMMS? Submit your question on the UCH Intranet. Note, you must be on the UMMS network to access this page.

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