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Human Resources Management Policy
Patient Neglect and Abuse
Policy 50
NOTE: THIS POLICY, LIKE ALL OTHER MUSC HUMAN RESOURCESPOLICIES,
IS NOT A CONTRACT OF EMPLOYMENT AND SHOULD NOT BERELIED UPON AS
SUCH. THIS POLICY MAY BE CHANGED AT ANY TIMEBY THE MEDICAL
UNIVERSITY OF SOUTH CAROLINA.
I. POLICY A. It is a crime to physically or mentally neglect,
abuse or threaten to neglect
or abuse any patient under the care and custody of the Medical
Universityof South Carolina.
Any conviction for this offense carries a judicial fine of not
less than fivehundred ($500) dollars and not more than five
thousand ($5,000) dollarsor imprisonment for no less than ninety
(90) days nor more than five (5)years. An employee convicted of
such an offense shall also be terminatedfrom employment at
MUSC.
B. It is a criminal offense for an employee to fail to report
actual, suspected,or threatened physical or mental neglect, or
abuse of a patient at theMedical University of South Carolina.
Any employee convicted of failing to report patient neglect or
abuse issubject to a statutory fine of not less than one hundred
($100) dollars normore than one thousand ($1,000) dollars or
imprisonment for nct morethan six (6) months or both. An employee
convicted of failing to report
patient neglect or abuse shall also be subject to disciplinary
action byMUSC up to and including termination.
C. All reports of incidents shall be investigated and the
Executive Director ofthe Medical University of South Carolina
Medical Center, or his/herdesignee, will determine the appropriate
disciplinary actions to be taken.
II. KEY TERMS AND DEFINITIONS
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E. Any employee who is subject to disciplinary action resulting
from abuseor alleged abuse is entitled to the right to grieve in
accordance with theDepartment of Human Resources Management
Grievance ProcedurePolicy No. 44.
F. For additional information refer to the MUSC Medical Center
Policy
Manual.
Approved by: InformationContact
Effective Date
Marion E. Woodbury
Vice President forFinance &
Administration
EmployeeRelations Section
March 1991
http://www.musc.edu/hrm2/policies/policy44.htmlhttp://www.musc.edu/hrm2/policies/policy44.htmlhttp://www.musc.edu/hrm2/policies/policy44.htmlhttp://www.musc.edu/hrm2/policies/policy44.html
