MP47-16 A CALL FOR STANDARDIZATION OF PARENTAL LEAVE IN UROLOGIC RESIDENCY: WIDELY VARIABLE PRACTICES IN PROGRAMS THROUGHOUT THE UNITED STATES

Abstract

You have accessJournal of UrologySurgical Technology & Simulation: Training & Skills Assessment II (MP47)1 Apr 2020MP47-16 A CALL FOR STANDARDIZATION OF PARENTAL LEAVE IN UROLOGIC RESIDENCY: WIDELY VARIABLE PRACTICES IN PROGRAMS THROUGHOUT THE UNITED STATES Susan Macdonald* and Jay Raman Susan Macdonald*Susan Macdonald* More articles by this author and Jay RamanJay Raman More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000000902.016AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: Many urology residents (men and women) will become parents during their training years. At present, the American Board of Urology states a resident must work 46 weeks of each year in order to not extend residency. However, we hypothesize formal parental leave policies vary by institution, gender of the resident, and are not often easily accessed. We query a contemporary cohort of program directors (PDs) to better understand the landscape of parental leave for urology trainees. METHODS: A 22 question survey was designed to assess parental leave policies at Urology residencies in the United States. Using FREIDA, the American Medical Association’s online residency program database, 144 ACGME accredited Urology programs were identified. The contact email for the PD at each residency was sent an electronic link to the survey as well as reminder email two weeks later. RESULTS: A total of 24 PDs completed the survey for a response rate of 16%. The median age of PDs responding was 49 and 79% were male. Ten were PDs for greater than 3 years, eight for 1-3 years, and six for <1 year. Only 8% reported no formal maternity leave policy, while 21% reported no formal paternity leave policy. All programs without a paternity leave policy had multiple graduates that fathered children. The parental leave policy could be accessed in the following manner: publicly available website 41%, internal website 72%, employee contracts 27%, benefits package available to interviewees 36%, and on request from PD 45%. Parental leave policies varied in both duration of leave and aspects of leave addressed. (Table 1 &2) Maternity leave requires residents to use vacation time in 58% of programs, and residents must make up missed call in 38% of programs. CONCLUSIONS: Parental leave policies are not standardized and vary widely by institution. Policies can be hard to access and often do not address critical components of pregnancy or leave. An opportunity exists to standardize parental leave practices across training programs. Source of Funding: None © 2020 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 203Issue Supplement 4April 2020Page: e690-e691 Advertisement Copyright & Permissions© 2020 by American Urological Association Education and Research, Inc.MetricsAuthor Information Susan Macdonald* More articles by this author Jay Raman More articles by this author Expand All Advertisement PDF downloadLoading ...