Employee Conduct and Discipline

A. Service Standard Code

Service excellence is a culture. It is a way of working, a way of interacting, and a way of thinking about each of our jobs. A keen focus on teamwork, self-management, communications, customer relations, accountability and continuous improvement are the key roles to build service excellence.

The Department of Human Resources has a particular role in providing service excellence training and orientation to employees. An introduction to service excellence training and orientation to employees and an introduction to service excellence are provided to every new employee at induction.

B. Misconduct

There are certain moral and ethical standards the Institution believes in and which are so important that, if broken, the employee may be discharged immediately, regardless of the employee’s length of service or past employment record.

Any act of omission or commission, which in any manner or guise is detrimental to the interest of the organization, or discipline and/or reputation or prestige of the management and the establishment, whether or not expressly regarded as such, shall amount to misconduct whether committed within or outside the premises of the establishment without affecting the generality of the above, the following offenses constitute punishable misconduct.

• Habitual late coming or leaving early without permission.
• Neglecting duties.
• Over staying the sanctioned leave.
• Disobeying the seniors or using unwarranted language and gestures.
• Indulging in theft.
• Causing damage to hospital property.
• Criticizing the policies of hospital.
• Acting against the interest of the patient or the hospital.
• Taking part in politics without permission of hospital authorities.
• Accepting or soliciting in any way, tips from patients.
• Drug abuse/ alcohol influence/ smoking
• Convictions by a court for any criminal offence. (The above list is only illustrative in nature and not exhaustive)

Performance Management System

Employee performances will be evaluated through annual appraisal program and will be applicable from the month of April of every year. All the employees will be assigned predefined key responsibility areas, mentioning the functional and operational details of the job assigned.

It is done to motivate the staff’s attitude, behavior development, communicate organizational aims, and fostering positive relationships between management and staff.

Individual training needs and enable organizational training needs analysis and planning are established through performance appraisal.
Performance Appraisal is made based approx. 10 work and performance as under

• Grooming and Appearance
• Communication and Presentation skill
• Job Knowledge
• Exceptional Skills
• Organizational awareness
• Team Work
• Sense of responsibility and Belongingness
• Quality of work
• Adaptability to new system/Situation
• Truthfulness and honesty

Employee training

Each employee will be given induction training as per hospital induction programme which identifies the training needs of employee and provides them with adequate “On-The Job Training” on a regular basis.

Employee Grievance Policy

Generally a grievance is a complaint or dispute arising out of the contract related to terms and conditions of employment. A grievance can involve an individual or a group of two or more.

Hospital management believes in the philosophy of an open door policy in the matter of redressal of grievances and an aggrieved employee is welcome to meet his/her department head. If the grievance is not addressed at that level, then staff can move to the Head – HR department immediately. In case of the grievance not being redressed appropriately the employee can go the next concerned authority that is COO/ /CMS/MS/ Director Patient Cares Services.

The final appellate member will be any of the Director of the Hospital.

Purpose

• To settle grievances of the employees in shortest possible time, at lowest possible level of authority to the satisfaction of the employee.
• To provide for various stages of escalation so that the aggrieved employees grievances are resolved / answered at the earliest.

Employees Rights and Privileges

Every Employee of Yashoda Super Specialty Hospital, Kaushambi, during the course of his tenure with the organization, shall be privileged to the following rights:-

• To be aware of the hospital wide policies.
• If any one believes that he/she has been the victim of harassment, or knows of another employee who has, the right to report it immediately to the Departmental head → HR department →COO/CMS→ Managing Director.
• To be treated considerately and respectfully, and not discriminated on the basis of caste, religion, sex or socio-economic background.
• To be aware of the terms and conditions of his/her employment before joining the organization.
• To be entitled to the terms and conditions as specified in the appointment letter.
• To seek clarity on the targets to be achieved/job to be performed, and the roles/responsibilities associated with the task to be performed
• To avail the leaves as per hospital policies.

Employees Responsibilities

Employees of Yashoda Super Specialty Hospital, Kaushambi should feel proud as they equally contribute in meeting the highest standards of medical and service excellence in the region.

To do so, every employee shall follow a certain Code of Conduct during his commitment with the organization.

• Yashoda Super Specialty Hospital function round the clock and employees are expected to work on shifts or normal duty hours to support the Hospital’s 24 X 7 operations. Employees may be required to work overtime whenever there is workload.
• In order to ensure that the duty roster is maintained, leave should be planned well in advance and prior sanction taken before proceeding on leave. If for whatever reason an employee is unable to report to work on schedule, he/she must inform his/her Manager, preferably in writing.
• Employees are expected to use internet services that are provided in a manner that is ethical and lawful.
• The employee are responsible for ensuring that the equipment allocated to them or in use in their work is used and maintained in accordance with the standard operating guidelines.
• All employees are expected to maintain proper discipline, professional ethics and complete integrity in the performance of work. They are expected to maintain proper discipline in the Hospital/office and to conduct themselves with the highest degree of professionalism.
• An employee is expected to maintain complete integrity in his/her action and work. If any declaration given or furnished by him/her proves to be false or if he/she is found to have willfully suppressed any material information, he/she may be liable to be removed from the services of the Company and to such other action, as the Company may deem necessary and fit.
• All employees are expected to maintain complete confidentiality in respect of their documents and patient information they handle. They shall not during the term of employment with the Company or at any time thereafter disclose any patient related information or any business or affairs of the Company that they are not authorized to divulge.
• Employees are not expected to have any contact with the Press or make any public statements without the prior approval of the Company.
• The company has adopted an open office plan. Employees are therefore encouraged to be sensitive to those around them by conversing in soft tones and quiet behavior.
• Employees are encouraged not to converse in their local vernacular while in patient contact areas. Employees shall be discrete in their personal conversations while in the presence of customers and patients.
• Employees are encouraged to adopt a clean desk policy and clear up their workstations on completion of each workday. They shall ensure that all personal and confidential papers are kept securely.
• Employees working in patient contact areas, such as nurses, ward secretaries and front office executives, who are issued company uniforms, are expected to be in uniform while at work. Employees who are not provided uniforms shall follow a business dress code.
• It is the responsibility of each employee to promptly notify their supervisor and HR department of any changes in their personnel data.

 
Policy for Prevention of Sexual Harassment at Workplace
 
Time Limit:

All complaints should be made within three (3) Months from the date of the incident.
 
Process:

On receipt of a written complaint:

The internal committee will contact the aggrieved woman or the aggrieved person at the earliest, no later than three (3) working Days from the date of receipt.

Within five (05) working days of receipt of the complaint, the internal committee will organize a preliminary meeting with the aggrieved woman or the aggrieved person to hear and record her/his allegations.

Upon completing the preliminary proceedings, referred above the internal committee will proceed to make a final investigation and final enquiry into the complaint as stated in this section. The final enquiry proceedings shall be completed within four (4) weeks from the date of receipt of the complaint.

COMMITTEE MEMBERS