Benefits and Terms & Conditions for Appointment (Employment) in Residency Training Programs

The following information describes benefits and the terms and conditions of employment for all residents and fellows, collectively termed as “residents”. It is updated annually and must be provided to all applicants who present for an interview. Upon acceptance to a program this information is again given in written format. The “resident” must sign an attestation that he/she has read and will abide by the terms & conditions provided herein.

Sample Resident Agreement of Appointment (Contract)

Pre employment Drug Test:  UAMS has a drug testing policy which includes pre employment, random and for cause testing. All residents accepted into residency/fellowship programs at UAMS College of Medicine (UAMS COM) must submit to a drug screen. Appointment or acceptance into the training program will be finalized only upon completion of a negative drug screen. The procedure for submitting the sample for testing is provided after Match Day.

Background Check:  Appointment or acceptance into the training program will be finalized only upon completion of a criminal background check.

All candidates for residency positions will be notified upon invitation for interview (or during telephone interview if an in-person interview will not be held) that all appointments to residency positions are contingent upon successful completion of a criminal background check.  This notification will include a representative sample of unfavorable information that might prevent appointment as a UAMS Resident.

All applicants for UAMS residency positions are required to authorize the performance of a criminal background check (CBC) at the time the position is offered, or in the event of matched applicants, at the time that the match result is received.

The resident will be asked to disclose any of the below listed situations prior to the obtaining of the CBC.  If the CBC returns negative information, the resident will have an opportunity to challenge erroneous information, or explain accurate negative information, prior to a final decision.  Failure to disclose relevant and accurate information that is later discovered on a CBC adds an additional measure of concern about the applicant’s (or resident’s) qualification for appointment as a resident physician.

The following CBC findings may be inconsistent with appointment as a resident physician in UAMS College of Medicine programs.  If any of these findings are identified on the CBC, the offer of a position may be withdrawn, or employment terminated. Please note the following list is representative, but not inclusive, of reasons an applicant may be denied housestaff status.

  • Felony convictions that may be reasonably related to the practice of medicine.
  • Felony convictions related to the illegal possession, use or distribution of drugs or controlled substances.
  • Felony convictions or misdemeanor convictions involving violence against another person.
  • A pattern of repeated felony or misdemeanor convictions that calls to question the individual’s ability or willingness to comply with the law, particularly as related to one’s future ability to practice medicine.
  • Registered sex offender status (or legal requirement to register but not registered)
  • Arrests where the final legal status has not yet been determined.
  • Dishonorable discharge from the Armed Forces of the United States
  • Exclusion from participation in Medicare or similar programs.

Applicants to whom any of the findings above may apply are encouraged to discuss the situation with the program director prior to acceptance of a position or rank order listing.

Financial Support:  Stipends for residents are competitive with other state schools in the southern region. The PGY- 1 level stipend for 2017-2018 is $51,289.

Vacations:  Residents receive 21 days (only 15 weekdays i.e. M-F may be taken) of paid vacation each year. This cannot be “carried over” from one year to the next. Each program will inform its residents/fellows of the specialty Board regulation on leave used vs. Board eligibility.

Leave:  Programs will define and allocate professional and educational leave up to a maximum of 5 days per year, in addition to sick and vacation time. Professional and educational leave may not be carried over from one year to the next.

Sick Leave:  Residents have 12 days of sick leave for medical reasons during each year of training. Each program will inform its residents/fellows of the specialty Board regulation on leave used vs. Board eligibility. The sick leave cannot be “carried over”. Sick leave in excess of 12 days requires special review by the Associate Dean and Program Director.

Medical Professional Liability Coverage:  The University of Arkansas for Medical Sciences, through the Medical College Physician’s Group, provides each resident with medical professional liability coverage for their activities within the residency/fellowship program. The coverage is written on a claims-made basis. Each resident/fellow is provided coverage in the amount of $500,000 per medical incident with an annual aggregate of $1,500,000. In addition to the limits of liability, the cost of legal defense is also provided. Hence, each resident/fellow is protected against claims for medical negligence for acts and/or omissions surfacing as a result of their UAMS COM approved activities. The coverage provided does not extend to activities outside the residency program. For this reason, any resident involved in moonlighting activities should secure his/her own professional liability coverage for the outside activities. For more information on Risk Management and Prevention click here, or contact the Faculty Group Practice Risk Management Department at 614-2077.

Medical Dental, Basic Life, and Basic Long Term Disability insurance coverage for the resident:  Click here for detailed information or contact OHR at 501-686-5650.

Meals:  Food is available in the teaching hospitals for residents/fellows who take in-house call.

Accommodations:  Call rooms are provided for residents/fellows who stay overnight. The location and access to the call rooms will be supplied at the beginning of each rotation at each institution. No other living quarters are provided.

Counseling and Employee Health Services: The Arkansas Employee Assistance Program (AEAP) 686-2588 provides professional counseling and/or referral to community resources for a wide range of problems and situations including stress management, financial concerns, alcohol and other drug abuse, elder care, job/career issues, parenting, legal issues, marital/family problems and personal/emotional concerns. UAMS has pre-paid the entire cost of the EAP so that the resident/fellow is not charged for services provided within the EAP.

Housestaff Mental Health Service [HMHS] 526-8286 is provided by the UAMS College of Medicine for residents. The HMHS assures timely access to a complete mental health program including diagnostic evaluation; medication management; counseling; and preventative programs.  Services may be accessed through either the HMHS or the AEAP.

Employee Health/Student Preventive Health Services (EH/SPHS): The EH/SPHS provides the MMR vaccine, an annual TB skin test, an annual flu shot, and chemoprophylaxis medication if indicated following blood or body fluid exposures for residents. All residents must have a TB skin test and flu shot annually while in the program.

Orientation/Registration: All incoming residents/fellows are expected to attend Orientation/Registration scheduled the third week in June. The three-day orientation includes many important sessions about policies, communication and teaching skills, cost containment, and quality assurance,  infection control, physician impairment, risk management, medical documentation, electronic medical records and benefits. All residents/fellows must complete the registration process on day 3 in order to begin their education in hospital rotations on July 1.

International Medical Graduates (IMG): The Office of Immigration Services (OIS) provides assistance, resources and advice on a variety of immigration-related employment topics.  Phone 501-686-8132. The OIS also provides an International Medical Orientation Handbook which contains useful information about the US and Arkansas culture. Training programs may assign incoming residents/fellows a mentor within the department who assists with the acclimation process.

Moonlighting:  Moonlighting is defined as any professional activity arranged by an individual resident/fellow which is outside the course and scope of the approved training program. A resident/fellow may “moonlight” only with the written approval of his/her Program Director. While moonlighting, the resident/fellow must follow the GME Committee policy on moonlighting which requires that he/she have separate malpractice insurance.  3.300 Moonlighting

Restrictive Covenants:  Residents/fellows in programs sponsored by the UAMS COM are not required to sign any type of non-competition guarantee.

Closure/Reduction:  In the event that the College of Medicine and/or Program Director decide to reduce the number of residency/fellowship positions in any program, the residents/fellows will be notified immediately. An attempt will be made to reduce the number of positions over a period of time so as not to affect the residents/fellows currently in the program. If this is not possible, the Program Director will assist the residents/fellows in obtaining a position in another residency/fellowship program. 2.700 Reduction in size

Requirements to begin the training program: In order to begin a  program sponsored by the UAMS COM, all applicants must meet the requirements for eligibility and selection as specified by the policy of the Graduate Medical Education Committee on Recruitment and Appointment (1 200 Recruitment and Appointment), the program’s criteria and the criteria found in the Program’s ACGME Requirements.  The applicant must supply proof that he/she meets all criteria to their program director; complete a pre-employment negative drug screen as specified by the UAMS Medical Center Drug Testing policy; successful completion of a criminal background check; and complete all steps in the electronic onboarding checklist within the designated time frame.   Supplying misinformation on any of the documents is grounds for disciplinary action, including immediate dismissal from the program.

Annual Process for Advancement: Prior to the beginning of each academic year, eligible residents will complete documents on an advancement checklist and return these by the designated date. Residents/fellows who return the forms will be eligible for reappointment and receive the increase in stipend for the next PGY level.

Use of Records for Educational Research:  Many UAMS COM faculty members and staff are engaged in on-going efforts to monitor and improve the undergraduate and graduate medical school curriculum. In addition, our accrediting agencies expect us to assess ourselves on an on-going basis and participate in the community of scholars sharing what has been learned. The public dissemination of knowledge is one of the responsibilities of our profession. To this end, such things as test scores, faculty and preceptor ratings, clinical skills and other performance-based assessments, and follow-up surveys and evaluations will be analyzed to address such questions. If the information is released publicly, it is only released in an aggregated form to maintain confidentiality. Individual students and residents/fellows are not identified. Personally identifiable information is kept confidential, and the privacy of students and residents/fellows is protected to the maximum extent allowed by law. If you have any questions concerning this policy, please contact the Associate Dean for Graduate Medical Education.

Sexual Harassment and Anti-Discrimination:  The University of Arkansas for Medical Sciences is committed to providing an academic and employment environment that fosters excellence.  Harassment of any kind, racism and discrimination subvert this mission and will not be tolerated.  All students, residents/fellows, physicians and other staff and employees shall abide by the following policies: Title IX Policy

Official Means of Communication:  E-mail is the official means for transmission of information between the College of Medicine Dean’s Office/Director of Housestaff Records and all residents.  E-mail information and instructions are regarded the same as any written hand copy and will often be the only form in which this information is delivered. University policy states that residents/fellows should not have an expectation of privacy on workplace computers and UAMS e-mail address.

All residents have an electronic mailbox in the UAMS e-mail system and are members of the COMHS Group distribution list maintained by the Director of Housestaff Records. Each resident/fellow is responsible for regular (e.g. weekly) checks of his/her e-mail.

UAMS Drug-free Awareness Statement & Practitioner Health Questionnaire:  At the beginning of the program, all residents/fellows receive the UAMS Drug-free Awareness Statement and acknowledge receipt by signing the receipt form and returning it to the Director of Housestaff Records. All residents/fellows must complete the Practitioner Health Questionnaire and return it to the Associate Dean for GME. This questionnaire is updated yearly at the time of contract renewal. Questionnaires are confidential. Questionnaires with concerns are reviewed by the UAMS or ACH Medical Staff Health Committees, which recommend a plan of action/follow-up for the resident/fellow and reviews this with the respective program director and departmental chairperson.

Resident Organization/Resident Council:  All residents/fellows are automatically members of the Resident Organization.  The leadership body is the Resident Council.  The Chair and Vice-Chairs of the Resident Council are peer-elected and represent the Resident Organization on the Graduate Medical Education Committee.

Last modified: 02/09/2017