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Human Resources

Human Resources

Resident Medical Staff Benefits, Support and Personnel Policy Summary

*Note: Stipend and support services are subject to annual review and approval. Benefits are subject to periodic negotiations, and therefore, subject to change.

APPROVED LEAVE OF ABSENCES AND / OR OUT OF SERVICE AREA ASSIGNMENTS OR DOMICILES MAY DETERMINE RESIDENT / DEPENDENT(S) BENEFIT COVERAGE.

HEALTH INSURANCE
(PDF)
The group health insurance is provided for residents/fellows. UC Davis Health Sysytem currently pays 100% of the premium for all residents and all enrolled dependents. Approved Leave of Absences and/or out of service area assignments or domiciles may determine resident/dependent(s) benefit coverage. Domestic partners (same or opposite gender) are also covered.
DENTAL
INSURANCE

(PDF)
The group dental insurance is provided for residents/fellows. The health system currently pays the premium for all residents/fellows and all enrolled dependents. Domestic partners (same or opposite gender) are covered.
VISION
INSURANCE

(PDF)
The group vision insurance is provided for residents/fellows. The health system currently pays the premium for all residents/fellows and all enrolled dependents. Domestic partners (same or opposite gender) are covered.
LIFE
INSURANCE

(PDF)
The group life/accidental death and dismemberment insurance is provided for residents/fellows. The plan provides $50,000 of coverage. The health system currently pays the premium for all residents/fellows.
DISABILITY
INSURANCE

(PDF)
(Optional)
A group long-term disability insurance plan is provided to residents/fellows and paid by the health system.
PROFESSIONAL
LIABILITY
INSURANCE
The University of California is self-insured for professional medical and hospital liability. This coverage provides defense and indemnification to its employees for allegations of negligence arising out of actions of residents and fellows when they are performing duties within the course and scope of their university training program appointments. Defense and indemnification are based on the date of the incident or occurrence that gives rise to the alleged negligence regardless of when the claim or lawsuit is filed. University defense and indemnification does not extend to any moonlighting employment.
MEDICAL
LICENSE AND ADDITIONAL
BENEFITS
The health system pays for the first Medical License application; Housestaff gymnasium is available; one time no interest Dean's Loan and low interest mortgage loans may be available at local financial institutions.
DEFINED
CONTRIBUTION
PLAN

Residents/fellows (Safe Harbor participants without Social Security Deductions) contribute to the Defined Contribution Plan (DCP) on a pretax basis. Enrollment is automatic and begins the first day of an eligible appointment. Safe Harbor participants are required to contribute 7.5% of gross salary to the DC Plan Pretax Account. DCP contributions can be invested in UC Managed Funds or Fidelity Mutual Funds.

Fidelity Investments has been determined as the master record keeper for all UC DCP, 403b, 457b accounts under FITSCO (1-866-682-7787)

403(b) PLAN
(Optional)
The tax-deferred 403(b) Plan enables you to set aside income before it is taxed and also to defer taxes on your investment earnings. 403(b) contributions can be invested in University of California Managed Funds, Fidelity Mutual Funds or Calvert Mutual Funds.

Because your contributions to the Plan are deducted from your paycheck before income taxes are calculated, your current taxable income is reduced. Taxes on contributions and earnings are deferred until you retire or take your money out of the Plan. When you retire and begin drawing from your 403(b) Plan saving, you will probably be in a lower income tax bracket than you were during your contributing years---an additional tax advantage.
PERSONNEL POLICY(PDF) The Resident Medical Staff Program is a distinct segment of the UC Davis Personnel program, with unique salary grades, titles, and personnel policies. The RMS Personnel Policy sets forth policies covering a full range of human resources topics including: resident responsibilities, salary, benefits for residents/fellows and dependents, general provisions, definitions, appointment, reappointment, non-reappointment, resignation, evaluations, personnel records, professional development, emergency loans and emergency payroll payments, scheduling and duty hours, supplemental employment, vacation (20 days per year), educational leave (4 days per year), holidays (13 per year), sick leave (12 days per year), leave of absence (personal, military, family and medical leave, parental leave and pregnancy disability), training-incurred injury/illness, medical separation, corrective action, nondiscrimination, and grievances including gender or other forms of harassment including sexual harassment. The granting of leave/holidays requires departmental approval from the Program Training Director.
SEXUAL HARASSMENT POLICY

The Sexual Harassment Policy can be found at the following web site: http://manuals.ucdavis.edu/ppm/380/380-12.htm. The UC Davis Policy & Procedure, Personnel Policy Section 380 -12 Sexual Harassment.

ON-CALL
MEALS
The Meal Program policy provides meals Residents/Fellows who serve on-call rotations, which includes remaining overnight, remaining late, or being called back to the hospital. The Meal Program is administered through the Graduate Medical Education Office.
CALL ROOMS

Call rooms are provided within the hospital. They are allocated to each department; the departments, in turn, assign the rooms for use by their residents/fellows.

UNIFORMS Residents/fellows wear standard white lab coats which are provided and laundered by the health system.
COUNSELING
& SUPPORT
SERVICES

The health system employs a psychologist to provide counseling services to residents and fellows. The counselor holds office hours specifically to accommodate trainees’ schedules and is responsible for responding to calls on the confidential 24/7 Hotline provided for residents and fellows. In addition, the health system Academic and Staff Assistance Program (ASAP) offers confidential, cost-free assessment, intervention, consultation and referral services to all residents and fellows and their families.

PHYSICIAN IMPAIRMENT & SUBSTANCE ABUSE The Medical Staff Well-Being Committee serves as a resource where information and concerns about the health of a physician can be referred for confidential consideration. The Committee educates members of the Medical Staff about physician health, well-being and impairment; about appropriate responses to different levels and kinds of distress and impairment; and about resources for prevention, treatment and rehabilitation. The Committee has developed a resource list offering names of professionals in the community that are available to provide counseling and other services.
RESIDENCY
CLOSURE/
REDUCTION
In the unlikely event that the institution reduces or closes a residency program, residents/fellows will be informed as soon as possible and the institution will make every effort to allow residents/fellows to complete their program or assist the residents/fellows in identifying another program.
PARKING FEES Those Residents and Fellows who purchase an annual Parking Pass will be eligible for a three month "holiday" of Parking fees. (Reimbursed at the end of the contract year.)
PRE-
APPOINTMENT
CONDITIONS
The appointment will require the successful completion of all residency pre-requisites as determined by the department and Human Resources. The pre-requisites may include but are not limited to a medical clearance examination, documentation proving authorization to work in the United States, and criminal background investigation and fingerprinting for some programs.