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

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.

Minor Misconduct/Discipline Breach Categories:

• Leaving the place of the work during working hours or absence without permission from the place of work.
• Failure to carry identification card.
• Smoking / Chewing pan / Gutka / Tobacco eating in the Hospital premises.
• Failure towear clean and proper uniformswhile on duty.
• Laziness, negligence, inefficiency or careless work.
• Obtaining leave or attempting to obtain leave on false pretenses.
• Borrowing orlendingmoneywithin theHospital premises.
• Refusal to accept, receive to take delivery of notice, letter or any communication from the management.
• Loitering andwasting time duringworking hours.
• Wasting time in staff Cafeteria/Food Court.
• Refusal to perform beyond shift timing due to work exigencies or to move to anothershift or proceeding on outstation duties or to carry out duty assigned at any other place or refusal or carry-on order of transfer.
• Soliciting any tips from the patients and their relatives or accepting any tips from the patients and their relatives.
• Failure to notify the change of address.
• Non-observance of hygienic conditionsin the premises ofthe establishment.
• Failure on the part of any employee to present himself / herself before the Medical Officer appointed and notified by the Management for a medical checkup and failure to carry out his instructions.
• Entering or leaving or attempting to enter or leave premises of the Hospital except by gates specified for the purpose.
• Using parking space unless specifically authorized by the Management.
• Failure to undergo mandatory Training programs such as BLS, Fire & Safety, Induction training programs etc.
• Wearing of establishment uniform/shoes outside duty hours.
• Misuse ofidentity cardsissued by themanagement.
• Not being properly dressed and properly groomed.

Gross/Major Misconduct:

• Improper or discourteous behavior towards patients or members of the public in the Hospital premises, shouting, loud talking or making notice in the hospital premises.
• Submitting false Medical Certificate, subject to cheating the Hospital authorities.
• Failure to observe safety instructions or make use of safety devices provided by the management, or failure to take preventive measures against diseases as provided by the management.
• Gambling or betting within the Hospital premises or canvassing for sale of tickets or ticket coupons or selling tokens / coupons in connection with any scheme connected with the welfare of the employee, unless with the expressed permission of the Management.
• Organizing, holding or attending any unauthorized meeting within the Hospital premises without prior permission in writing of the Competent Authority.
• Possession of any lethal weapons, knife, arms or ammunition or explosives in theHospital premises.
• Giving false declaration regarding his name, age, father’s name, qualifications, emoluments or of previous service or any such personal details at the time of employment and concealing antecedents for obtaining employment which could have prevented employment had they been made known before employment.
• Unauthorized or Mishandling of any machine apparatus or equipment.
• Doing money lending business or any other monetary transaction or utilizing one’s position as an employee of the Company for personal gain, irrespective of whether the actual transaction is made inside the Hospital premises or at any other place.
• Failure to report the loss of any tolls or materials entrusted to him in the performance of his duties or failure to account for the same.
• Interfering or tampering with the official records, attendance registers, documents, identity cards, etc. pertaining to himself / herself or any other employee.
• Acts of immorality whether within or outside the precincts of the Hospital and the establishment affecting the reputation of the establishment.
• Committing any nuisance in or near the outskirts of the Hospital premises thereby disturbing the peace of the Hospital.
• Willful non-co-operation with fellow employees for proper discharge of duties.
• Picketing or holding demonstration at the place of residence of the COO, Managers and other Officers of the Company and at or near the Hospital precincts.
• Failure to deposit any lost article found in the establishment premises with the Security Department (lost & found) and obtain a receipt for the same.
• Marking attendance for another employee.
• Smoking or possession of matchbox or flame-producing material within the Hospital precincts in place where it is prohibited.
• Failure to report at once to supervisors any accident or hazard noticed inside the hospital premises or to report promptly any incidence or defect or mistake which might endanger lives of patent or person in the hospital or that of other persons or might result in any damage to the property of the hospital or that of any others.
• Using hospitalfacilities unauthorizedly for personal gain.
• Gambling,PlayingCards
• Sleepingwhile on duty.
• Causing willful breakage, loss or damage to the property of the Hospital or of its patients and their relatives inside the Hospital.
• Refusal to accept or obey an order of transfer from one job to another or from one department, center or branch of the hospital to another, refusing to officiate work in absence of employees, seniors, to do additional work.
• Demanding, taking, offering or giving bribes or any illegal gratification whatsoever.
• Absence without leave for more than seven consecutive days without sufficient cause.
• Insubordination or disobedience whether alone or in combination with others of any lawful and reasonable order of superior or instigating other to insubordination or disobedience.
• Delaying in the performance ofwork go-slowinwork orinstigation thereof.
• Habitual late coming or habitual absence and sharing last moment information about the same.
• Gross negligence or neglect of work.
• Riotous or disorderly behavior or conduct inside the Hospital premises. Fighting, abusing threatening, intimidating or concerning other employees or others, or assaulting or threatening to assault co-employees or others.
• Using indecent language, gestures or making false allegations against supervisors or co-employees.
• Any act subversive of discipline or good behavior in the hospital premises or outside the hospital premises if it affects the discipline or administration of the Hospital or has a bearing on the smooth and efficient working of the hospital.
• Participation in all illegal strike or stay-in –strike or abetting, inciting, instigating or acting in furtherance of a strike or stay-in-strike.
• Trespassing or forcible occupation of any portion of the hospital premises, unauthorized use or occupation of the hospital accommodation or refusal to vacate the same when called upon to do so by the management.
• Preaching of or inciting disaffection or violence in relation to matters and people concerns the hospital.
• Theft, attempt of theft, fraud or dishonestly in connection with hospital property or activity or property of other employees, patients or visitors of the Hospital.
• Tampering with records of the hospital, falsification, defacement or destruction of any records of the hospital including those pertaining to employees and patients.
• Disclosing to any unauthorized person any information affecting the interest of the hospital with regard to procedures, practices and functioning of the hospital without its authority, or divulging information pertaining to medical treatment of patient of the hospital to unauthorized person.
• Commission of any offence punishable under the Indian Penal Code whether committed inside or outside the hospital or conviction by a court of law for any criminal offence.
• Any conduct prejudicial to the interest or reputation of the hospital or any act or conduct involving moral turpitude or immoral behavior or act inside or outside theHospital premises.
• Carrying on or canvassing political activity in theHospital premises.
• Unauthorized removal from or affixing of notice on the boards or any other place in the Hospital and its premises.
• Breach ofservice rules or any otherrules orregulation in force in theHospital.
• Not allowing company’s employees / officers / superiors either to enter or come out of the premises of the establishment or causing ingress or egress of the material or machines.
• Arrest / Detention in connection with act of moral turpitude or any other offence under the law.
• Eve – teasing in the premises ofthe establishment.
• Misuse of transport provided by the employer, if any.
• Any act or conduct within the premises of the hospital which is likely to endanger the life or safety of any person.
• Unprofessional behavior with colleagues of opposite gender and violating the guidelines as to what constitutes sexual harassment at work under the Sexual Harassment at W orkplaceAct, 2013.
• Spreading false rumors or giving false information, which tends to disrepute the Company or its employees or spreading panic among the employees.
• Leaving work without permission or before being properly relieved at the end of the shift / duty.
• Any act or omission, which amountsin loss of Management’s confidence.
• Professional negligence
• Absence without permission or without sufficient reason from the place of work.
• Misuse of any leaves, privilege or other concessions or benefits for the time being in force.
• Unauthorized dealing in exchange and / orforeign exchange currency.
• Disfiguring or damage to the Hospital premises including entrances, wall equipment, fittings, fixtures, furniture and furnishings.
• Presence in a patient room without being summoned or not in the course of duty.
• Invasion of privacy of the patient divulging any information regarding patient their condition or such other matters which may come to an employee’s knowledge during the course of his duty / employment in the Hospital.
• Undertaking employment under other employer or company in any capacity without the permission of the Management.
• Carrying outside the Hospital premises books, equipment, apparatus, documents and any other property of the Hospital or relating to the affairs of the Hospital unless authorized in writing by the Management.
• Squatting or remaining anywhere within the premises of the Hospital other than the appointed place with a view to intimidate, coerce or threaten the Hospital.
• Continued illness for a period of six months or more or frequent intermittent illness.
• Physical or mental disability or infirmity, defective eye sight or hearing, etc.
• Habitual late attendance and / or habitual absence from place of work i.e. absence of 3 days or more in a calendar month.
• Drunkenness orfighting or riotous or disorderly orindecent behavior within or outside hospital premises during working hours at the establishment.
• Possession or use of any intoxicating liquors, drugs, or narcotics while on the premises of the establishment.
• Writing of letter criticizing his superiors or the hospital.

Performance Management System

Employee performances will be evaluated through annual appraisal program and will be applicable from the month ofApril 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 ismade based approx.work and performance as under:

1. Behavior
2. Job Knowledge and Skills
3. Interpersonal Relationship
4. Professional Development & Training

Employee Training

Each employee will be given induction training as per hospital induction programme which identifies the training needs of employee & 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 ofthe contractrelated to terms and conditions of employment.Agrievance 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/ Medical Director/ Vice President -Patient Cares Services.

The final appellate member will be the Managing Director & CEO 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 & Privileges

Every Employee of YASHODA MEDICITY, Indirapuram, during the course of his tenure with the organization, shall be privileged to the following rights:-

1. To be aware of the hospital wide policies.
2. To be aware of the terms and condition of his/her employment before joining the Organization.
3. Right to receive official letters from the organization.
4. If anyone believe that he/she has been the victim of harassment or knows of another employee who has, the employee has right to report immediately to the Departmental Head/HR Department/ Internal Committee Members.
5. To be treated considerately and respectfully and not discriminated on the basis of caste, religion, sex or socio-economic background.
6. To seek clarity on the targets to be achieved / job to be performed, and roles and responsibility associated with the task to be performed.
7. The right to be provided safe machinery and equipment.
8. Right to express grievance and right to have the appropriate authority considering the grievance.

Employees Responsibilities

Employees of YASHODA MEDICITY, Indirapuram 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.

1. Yashoda Medicity functions round the clock and employees are expected to work on shifts or normal duty hours to support the hospital 24X7 operations. employees may be required to work overtime whenever there is workload.
2. 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.
3. Employees are expected to use internet services that are provided in a manner that is ethical and lawful.
4. The employees 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.
5. 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.
6. 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 wilfully suppressed any material information, he/she may be liable to be removed from the services of the hospital and to such other action, as the hospital may deem necessary & fit.
7. 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 organisation or at any time thereafter disclose any patient related information or any business or affairs of the organisation that they are not authorized to divulge.
8. Employees are not expected to have any contact with the Press or make any public statements without the prior approval of the hospital.
9. The hospital has adopted an open office plan. Employees are therefore encouraged to be sensitive to those around them by conversing in soft tones and quiet behaviour.
10. 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.
11. Uniforms shall follow dress code.
12. It is the responsibility of each employee to promptly notify their supervisor and HR department of any changes in their personnel data.
13. To delight the customers with his/her behaviour, compassion and smile.

Policy for Prevention of Sexual Harassment at Work place 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