After Hours Employment (Moonlighting)

Student Handbook, Psychiatry and Behavioral Sciences: Reno

In order to insure excellent psychiatric education and high caliber supervised clinical care during training, "moonlighting" opportunities are monitored to make certain they do not interfere with these goals. After-hours employment is considered a privilege for residents in good standing. Residents on probation or being remediated are not eligible for moonlighting. "Moonlighting" activities which entail the resident assuming a great deal of responsibility will not be approved, because it is felt such activities have too much potential for significant interference with residents' educational and service responsibilities within the residency. An After-hours Employment Agreement (see Appendix C) must be completed and approved by the Residency Director to satisfy the above requirements.

If any faculty member feels that after-hours employment is interfering with a resident's performance, the faculty member should bring it to the attention of the resident first and if need be the Residency Director who will review the resident's performance. If need be, the issue will be brought to the Residency Education Committee. Either the program director and/or the Committee may direct the resident to decrease the frequency or terminate after-hours employment.

Engaging in After-hours employment by residents during normal working hours (8 a.m. – 5 p.m., Monday – Friday) or while fulfilling on-call obligations as a part of the residency is unacceptable. Residents are expected to spend all of their time during the regular training work week in training-sponsored activities, and to fulfill all training assignments and on-call obligations. Residents are also expected to spend a reasonable amount of non-training time on outside reading and continuing medical education.

A resident who is found in noncompliance with the above policy will be subject to disciplinary action, which could include potential dismissal from the program.

Most PGY-1 – 3 residents possess a limited Nevada medical license and DEA number granted by virtue of being a resident of the University of Nevada, Reno School of Medicine. PGY-4 residents are encouraged to apply for an unrestricted, full Nevada Medical license. The limited license and DEA number are valid only for work activities at established University of Nevada, Reno School of Medicine training sites. Residents are advised that the University provides neither liability coverage, supervision, nor compensation for work activity outside assigned training rotations. Residents may conduct after-hours clinical work in their training specialty as long as they represent themselves as psychiatrists in training.

The Program Director will not respond to any hospital or agency requests for verification of training or status. However, a resident in good standing may obtain a statement from the Program Director verifying his or her status as a resident, i.e. a "To Whom It May Concern" letter.

If residents engage in outside employment, they are asked to remember the following points:

Residents must complete the appropriate form and discuss with the program director. follow-up forms must also be completed per University of Nevada, Reno School of Medicine Institutional Policies.

  1. Outside employment requires a full unrestricted license in the state where the service occurs (the VA will accept a full license from any state). Residents with limited licenses may practice only under supervision within University of Nevada clinics or affiliated hospitals, or in other locations as approved in writing by the program director, dean of the School of Medicine, and the Nevada State Board which meets quarterly.
  2. Residents engaged in outside employment must be certain to avoid the impression that they are representing the school or are acting as a resident. For example, coats with the schools insignia should not be worn.
  3. The resident must be certain that malpractice insurance is provided. The school’s policy does not provide coverage during any outside employment. If malpractice insurance coverage is needed for outside employment, the school’s insurance company may provide the resident with a private insurance plan at a rate which is prorated based upon the percentage of your time spent in outside employment.
  4. The Program Director needs assurances that appropriate supervision is being provided.
  5. Resident’s must count outside employment hours toward their 80 hour work week as well as all other duty hour restrictions.
  6. Resident’s must comply with all institutional Policies regarding outside employment. These may be found in the Resident Physicians and Fellows Handbook of Policies and Procedures