Employment Opportunities at The Rogosin Institute
Are you dedicated to patient care? Is research where you want to be?
Our employees are dedicated to both, and many of them tell us that they cannot wait to get to work in the morning. Why? Because our physicians believe that the patient and his/her family are the foundation of the patient care team, and our management team knows that our employees are the backbone of the care we give. The Rogosin Institute is committed to the belief that the best medical care and research is rendered by not-for-profit facilities. Here at Rogosin, our mission is to bring the latest advances in health care to the patient. To learn more about a career at The Rogosin Institute click on the links below.
Culture
There is a unique culture at Rogosin, created by the founding physicians and maintained by the people who work here. Rogosin is an exciting, enjoyable workplace. We invite you to explore Rogosin for a new career.
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Communications
- Rogosin encourages communication through all levels of the organization.
- Rogosin regularly communicates its vision, mission, strategies and goals to ensure a common direction and empowers employees with information to make decisions.
- Teamwork is supported and rewarded at Rogosin.
- Communications meetings (company-wide, department -wide) are held periodically.
- Regular newsletters and e-mail communications are distributed.
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Diversity
We encourage a work environment characterized by respect for each individual, where people from diverse cultures and ethnic groups work together in harmonious and heterogeneous teams. Diversity supports and represents the values of cultures worldwide and creates an open environment for all employees.
Rogosin strives to provide a stimulating environment for all employees by providing high levels of motivation, empowerment and recognition and removing obstacles that hinder creativity. The Rogosin environment is highly energized with employees who share successes while striving for excellence.
Rogosin's commitment to diversity takes place in several forms. We realize that being committed means we must continue to:
- Develop and abide by policies which promote cultural/ethnic diversity in hiring.
- Make available promotional opportunities for all employees.
- Build and maintain a unified, open diverse work force.
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Benefits
Rogosin offers a wide range of benefit programs that we are proud to offer to our employees - benefits that are both comprehensive and competitive within the health care industry. Our Human Resources Department is always striving to bring the best of employee benefits into our program. This summary provides a brief overview of the programs currently available to our employees.
Eligibility: Rogosin's benefit programs are offered to employees who are regular full-time employees (working 30 hours or more each week) at the end of their 90 day orientation period.
Benefits Include:
- medical coverage including vision
- dental coverage
- domestic partner benefits
- Critical Illness Insurance
- supplemental retirement annuity 403(b) plan
- pension plan
- life insurance for employee, spouse/domestic partner, and child(ren)
- tuition assistance
- short-term disability
- long-term disability
- pre-paid legal plan
- bonus days for perfect attendance
- medical & dependent care flexible spending plans
- commuter pre-tax benefits (parking and mass transit programs)
- generous vacation allowance
- sick and personal days
- paid holidays
- corporate movie discounts
- Section 529 Educational Savings Plans
This information is accurate as of the date published. The Rogosin Institute reserves the right to modify any or all components of The Institute's benefit plans at the sole discretion of management. Although employees will be notified in advance where possible, any such changes may occur with or without notice.
Work with the Best, Most Caring Professionals
Rogosin attracts an educated, motivated, friendly and caring workforce of physicians, researchers and those employees who, with their own talents and enthusiasm, support them.
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Rogosin Facilities/Divisions/Departments
- Accounting/Finance
- Brooklyn Dialysis Unit
- Clinical Labs at New York Blood Center
- Comprehensive Lipid Control Center(CLCC)
- Dreyfus Health Foundation
- Jack J. Dreyfus Clinic
- Executive Offices
- Human Resources
- Immunogenetics and Transplantation Center(IGT)
- Information Technology
- Manhattan Dialysis Unit
- Nutrition
- Operations
- Patient Accounts/Patient Billing
- Payroll
- Public Relations
- Queens Dialysis Unit
- Research Lab at Hospital for Special Surgery
- Social Services
- Xenia Research Division
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Current Openings
Job Openings:
More Information »
Summer Internships:
Submit Resume »
The Rogosin Institute takes great pride in its summer internship program for college, graduate and post-graduate school men and women. Rogosin is dedicated to mentoring the next generation of physicians, scientists and other medical and scientific professionals, as well as those interested in the healthcare business. Our interns are assigned projects that are aligned with their interests in the lab sciences, computer programming, database design and implementation, nursing, medicine, and business operations, for example. The projects they work on are an important part of Rogosin's business and the legacies that they leave behind when they return to school enhance our research efforts. Students are referred to Rogosin by Institute colleagues, business associates and employees and others.
Students should email their resumes, with a cover letter explaining their background, experience and interests and what type of internship they are looking for, to myf9002@nyp.org or fax (212)639-1443. Student applications are accepted from January 1 through March 15 of each year.
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Equal Employment Opportunity
APPLICABILITY:
- Exempt Employees
- Non- Exempt Employees
- Physicians
PURPOSE
The Rogosin Institute will recruit, hire, train and promote all employees and administer all personnel actions, such as compensation, benefits, transfers, promotions, layoffs, returns from layoffs, Institute sponsored training, education, educational assistance, and social and recreational programs in accordance with Equal Employment Opportunity principles.
POLICY
- The overall objective of the Equal Employment Opportunity policy of The Rogosin Institute is to provide equal opportunity to all employees and applicants for employment without regard to race, color, religion, sex, national origin, marital status, status as a Vietnam Era Veteran or other Veteran, age, sexual orientation or affectional preference, and without regard to disability or handicap.
- The Equal Employment Opportunity policy should be read together with all other policies of The Rogosin Institute and especially in conjunction with the Policy for a Work Environment Free of Harassment.
- Rogosin will reasonably accommodate the religious observances and practices of an employee or prospective employee unless such accommodation creates an undue hardship on the conduct of Rogosin’s affairs.
PROCEDURES
Dissemination:
- Internal: Rogosin will internally disseminate this policy of Equal Employment Opportunity as widely as possible and as follows:
a. Restating the policy in the Human Resources Policies and Procedures Manual, which is distributed to all managers and supervisors of Rogosin.
b. Reviewing the policy during new employee orientation and supervisory and management training programs.
c. Posting the policy on Rogosin’s Intranet site.
- External: Rogosin will externally disseminate this policy of Equal Employment Opportunity as follows:
a. Advising all recruiting sources, e.g., public and private agencies and schools, that Rogosin is an Equal Opportunity Employer.
b. Showing a representative sample of Rogosin’s diverse employee population in its illustrated publications.
c. Posting the policy on the website of Rogosin.
Implementation:
- The Director of Human Resources will coordinate Rogosin’s Equal Opportunity Employer Program and will ensure that Rogosin’s commitment to the principles of Equal Employment Opportunity is maintained and disseminated.
- Department Heads, Managers, Administrators, and Supervisors shall cooperate with Rogosin’s commitment to provide equal employment opportunity.
- The performance evaluation of Managers, Supervisors and Department Heads shall include specific reference to their compliance with Rogosin’s equal employment opportunity objectives.
- Every Manager and Supervisor is responsible for upholding this policy. Failure to do so will result in disciplinary action, up to and including termination of employment, and may lead to personal legal and financial liability.
Questions concerning the policy should be directed to the Human Resources Director.
Reporting and Investigation:
- Employees and Department Heads are encouraged to bring their concerns and complaints with respect to Rogosin’s efforts to achieve equal employment opportunity directly to the attention of the Director of Human Resources or to the Compliance Helpline.
- Managers or Supervisors who receive complaints regarding this policy are required to promptly consult with The Director of Human Resources and to notify the division head to ensure that Rogosin’s commitment to equal employment opportunity is upheld.
- All complaints will be investigated thoroughly and promptly. Accordingly, employees making such complaints are expected to do so in good faith by providing accurate information and cooperating fully in the investigation.
- The Rogosin Institute prohibits any form of retaliation against any employee for filing a bona fide complaint under this policy or for assisting in a complaint investigation. No employee or prospective employee will suffer from coercion, intimidation, interference or discrimination as a result of making a complaint to any manager or supervisor or the Director of Human Resources or the Compliance Helpline at 1-866-307-3532. The Compliance HelpLine is available 24 hours a day/7 days a week.
Training and Promotion:
Department Heads, Managers and Supervisors should encourage all eligible employees to take advantage of Rogosin’s Educational Assistance program to the extent it may prepare them for career advancement.
Qualifications for Employment
Human Resources shall review and approve each job description and recruitment requisition to ensure that the stated qualifications for employment and promotion reasonably relate to successful job performance and do not preclude any qualified candidate from employment and/or promotion.
Selection Tests:
The Director of Human Resources must approve, in advance, any selections test administered by a Department Head. Approval shall be granted only after it has been established that the selection criteria is objective and job-related.
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