Professional Documents
Culture Documents
1. All employees will pass through all the stages, except for position requiring a 4-year bachelor Degree with PRC License, wherein after the 2nd stage, the employee will immediately be evaluated for the 4th stage. 2. Maximum period for an employee in the 3rd stage to be promoted to the 4th stage is two (2) years, provided that said employee pass the criteria for evaluation. When you pass and have been promoted, the corresponding wage will automatically be carried Adjusted. 3. Criteria for the 3rd stage to 4th stage: a. 3rd Stage (RD) Educational Attainment
Position and Responsibilities Performance Evaluation (work, attitude, efficiency, etc.) Review/Awareness of major hospital policies and procedures
HIRING PROCEDURES
Hiring of Registered Nurses
a) Submission of complete requirements and application address to the Company Medical Director. Applicant must submit all the preemployment requirements set by the Human Resource Department b) Takes Qualifying Exam c) Undergo screening and interview of applicants who passed the examination d) Reporting to duty as scheduled. e) A nurse for future employment at The company must complete the Three- month Clinical Nurse Training Program. f) After training, the Clinical Nurse Trainee (CNT) or the Volunteer Nurse may continue working as a Nurse Reliever for five (5) months depending on the Clinical Nurse trainees performance evaluation and recommendation of the Head Nurse and Nurse Supervisor.
recommended for a Probationary Status for six (6) months, then to Regular Monthly I. All promotion depend on the result of the performance evaluation of the employee and upon recommendation of the Supervisor or the Head of the area.
Pre-employment Requirements
All Staff Nurse applicants are required to complete the following requirement for submission to the Human Resource Department. Further, it is understood that all expenses in the processing of there requirements are to be paid personally by the applicant: SSS Number (E1) copy * E4 Copy if married Tax Payers Identification Number (TIN) * Residence Certificate (latest) Police Clearance * Transcript of Records Diploma * 2 pieces 1x1 ID recent picture 2 pieces 2x2ID recent picture * Birth Certificate (NSO Authenticated) Marriage Contract (if married) * Birth Certificate of Children Philhealth (PHIC) Number * PHIC Member's Data Record (MDR) Pag-ibig Number * PRC Number
3:00pm
11:00pm
11:00pm
7:00am
STANDING POLICIES
STANDING POLICIES
B. It is important to take note that Staff Nurses must follow the following policies during working hours and when inside the hospital premises.
1. The Hospital has the exclusive rights to rotate Staff Nurses on different shift as maybe required to achieve optimum efficiency, as the need to rotate may arise. 2. Staff Nurses leaving their work station or the hospital premises during working hours must secure permission from their direct supervisors. 3. Employees on duty are prohibited to visit patients or coworkers during office hours. 4. Unnecessary Loitering Staff Nurses are discouraged from loitering in restricted areas at all times so that traffic within the hospital premises will be controlled and safety is secured. This anti-loitering policy must be observed specifically within the immediate radius near the following locations. Immediate area, alley near the ER Section, Labor Room, ICU
STANDING POLICIES
5. Exchange of Duty/Shift/Off Schedules a) No change of duty will be made without written approval of your Head/Supervisor and noted by the Human Resource Officer. b) Change of duty must, at all time be file prior to the change of duty date at the HRD Office so that it will recorded and filed correctly. 6. Under-time As a matter of policy, repeated under-time is discouraged by the company. However, in cases where the reasons are valid and when considered to be emergency in nature, then you may opt to file for an under-time from your work provided further that, you give prior written notice to your direct Supervisor to be submitted at Human Resource Office.
STANDING POLICIES
7. Rest Period and Break time Staff Nurses are allowed to have 15 minute break for snack twice in a day, one (1) in the morning and one (1) in the afternoon. The Supervisor or the Section Head is responsible in monitoring the break time activity of the employee. a) Breaks are strictly for 15 minutes only. Employee taking longer breaks more than the 15 minute allotted will be charged for under-time. b) An employee should not leave the working area or the Stations unattended. If you want to go for snack, always make sure that there is at least one (1) person left to attend the work station. c) The Supervisor must be notified if the employee will take a break outside. d) Habitual violations of the breaks will be subjected to a disciplinary action. e) Lunch break for straight duty personnel should be 30minutes only.
STANDING POLICIES
8. Reporting Procedure
a) Attendance timekeeping for all employees will be through the bundy clock machine. 9. Time Cards a) An employee whose time card was not punched-in personally will be subjected to a disciplinary action. b) Aside from the Human Resource Office, only the Supervisor will be allowed to make written notation on an employees time card subject to the approval of the Hospital Administrator c) All Nurse Trainees and Relievers must punched-in and punch out for their attendance through the Bundy Clock prior to starting work and after work.
STANDING POLICIES
10. Employee Identification Cards All Staff Nurses/employees regardless of status are required to pin their IDs during working hours within the Hospital premises specially when dealing with patients. 1. The ID should be pinned or worn with the front facing outward so that you will be identified immediately by the Security Personnel and avoid pinning your ID at the waistline of your uniform or in any other parts except on the upper part of your body where it can easily seen and identified. 2. Staff Nurses not pinning their IDs while on duty will be subjected to a disciplinary action.
STANDING POLICIES
3rd Offense
STANDING POLICIES
D. Job Security
The Hospital recognizes and respects employees right to security of tenure as Guarantee by the Philippine Constitution and mandated by the New Labor of Philippines. An employee maybe terminated from employment when such employee committed an offense considered grave, dangerous and detrimental to the operation of the hospital and its occupants. Specific sanction and dismissal are specified under the Hospitals approved Disciplinary Actions.
STANDING POLICIES
E. Termination of employment
No Staff Nurse employee maybe dismissed from work in this Company without due process, without cause and without exhausting legal means and procedures. All employees are given the necessary information and due process prior to termination from employment.
STANDING POLICIES
F. Outside employment
Further, in recognition and support of personal economic advancement of the employees, the company allows outside employment provided that such activity will not in any way cause to disrupt, compromise and reduce productivity of the job assigned or result to poor performance of the employee in relation to the job required by the company. Outside employment of Staff Nurses is also allowed provided that it will not affect the working schedule of the employee as a Staff Nurse Employees who accept outside employment will not be eligible for paid sick or personal leave of absence when the absence is used to work on the outside job or is the result of an injury sustained on the outside job. Prior approval of the management must be obtained before undertaking such a commitment.
STANDING POLICIES
STANDING POLICIES
All newly hired Staff Nurses will undergo orientation program to ensure that newly hired employee will be able to adjust to the environment of the company and to the job as well as the employees association in that job. The orientation activity is a joint responsibility of the HR Department and the Supervisor of the new employee.
1. Create
in the new Staff Nurse employee a favorable attitude and to adjust the newly hired employee to the new environment
HR staff will introduce you to the employees with whom you will be working so that you can adjust to their practices, attitudes and peculiarities. You will be informed about the person you are responsible to and to whom you can go far whatever information or help that you may need. The companys organization plan and the functional chart will be explained to you and then you will be acquainted with the companys operation, product, and services this will give you an idea of your role in the particular department where you will work. You will go on an informative tour of the hospital to enable you to acquire a better knowledge of the entire company and its organization set up. This will also help you familiarize the location of the different department and offices.
2. Provide the New Staff Nurse employee the basic information relative to the requirements of the job 3. Acquaint employee with company policies, procedures and regulations pertaining to discipline, safety, hours of work, benefits, promotion, transfer and other related topic 4. Follow-up on Employees Performance
The Training and Development Program for Staff Nurses aim to encourage you to continue your training and development along the lines of your individual or groups potentials and talent towards the enhancement of your profession. Staff Nurses will be responsible to improve yourself in order to become more useful to the organization with the help and guidance of your supervisor. Further, all training or improvement in knowledge and skill which you have received whether inside and outside the company will be recorded as part of your personnel records (201 file).
Procedures
1. Requests for Employees training and Development Assistance should be presented/submitted (in writing or in a form provided) to the Hospital Administrator thru the Human Resource Office stating clearly the objectives of the program. 2. The training Officer at the advice of the Human Resource Officer with the Consultation with the Hospital Administrator will decide to recommend the program based on the existing criteria. 3. The Hospital Administrator makes the final decision with the context of the companys over-all development plan.
EFFICIENCY
QUALIFICATION ATTITUDE
50%
25% 15%
SENIORITY
10%
1. EFFICIENCY is a demonstrative ability based on the quality of service, initiative, ability to learn and reliability of the staff (absences and tardiness records).
2. QUALIFICATION is the fitness of an applicant to a given job on account of the education background, work experiences, physical fitness and seminars and trainings attended. 3. ATTITUDE is reflected in loyalty to the hospital, ability to positively influence fellow employees, and participation in social activities involving management and employees. 4. SENIORITY is the strength of service an employee had rendered to the hospital. This is a privilege status attained by an employee who has rendered service to the Hospital for quite a long time.
LEAVE OF ABSENCES
Standing Policies on Filing Leave of Absences
1. The following Leave forms must be requested and submitted to the HRD Office within 24 hours upon filing or releasing of said forms. a) Hospital Sick Leave b) Hospital Vacation Leave c) Exchange Shift/duty (EOS/EOD) d) Overtime e) Leave of Absence (LOA) Without Pay
ABSENCE FROM WORK
2. Take note that LOA without pay is applicable to Volunteers, Relievers, and Casual and Probationary employees only. 3. Absence les than seven (7) days must be filed three (3) before the intended leave. This is applicable for HVL (Hospital Vacation Leave). 4. Absence les than seven (7) days must be filed three (7) before the intended leave. This is applicable for HVL (Hospital Vacation Leave) only. 5. Always remember that for absences more than seven (7) days, a clearance must be accomplished and submitted to the Human Resource Office, except in emergency cases, wherein absences files the date of leave may be excused 6. For REGULAR EMPLOYEES, absence shall be charged to Vacation Leave (VL) or Sick Leave (SL) credits
8. Absent without Notification Absences without prior permission of either verbal/written from your direct Supervisor/Head or from the Human Resource Officer will be considered as Absent Without Notification. 9. Absent Without Leave (AWOL) Continues absence without notification for 15 days is considered Absent without Leave (AWOL) and considered Resigned. In cases when employee is unable to secure and filed for leave of absence because of sudden sickened or if an emergency case, leave form must be filed within 24 hours upon resuming duty. 10. Reliever/Casual/Probationary employees are discouraged from incurring absences.
11. NO Leave of Absences (LOA) without Pay will be approved unless the reason will be establish as emergency in nature otherwise is such absence is anticipated, then such absence will be disapproved
ABSENCE FROM WORK
13. Exchange Duty/Shift/Off All exchange of duty/shift/off should have a specific and valid reasons with recommending approval from the immediate head or supervisor. All exchange of duty/shift/off must be files ahead in an emergency case as determined by the head or supervisor. 14. Hospital Vacation Leave (HVL) a. This is a Company Benefits Leave of Absence. b. All regular Staff Nurse are entitled to a 1.25 days HOSPITAL VACATION LEAVE (HVL) every month or 15 days HVL accrue for one (1) year. Additional HVL will be given to employees with tenure of 10 years or more as follows: c. All unused Hospital Vacation Leave will be converted to its cash equivalent to be computed based on the present basic rate of the employee to be paid within two (2) to three (3) days after the anniversary date of employment.
ABSENCE FROM WORK
15. Hospital Sic Leave (HSL) a. This is a Company Benefits Leave of Absence. b. All regular employees are entitled to a 1.25 days HOSPITAL SICK LEAVE or 15 days HSL accrued for one (1) year. c. All unused Hospital Sick Leave will be converted to cash equivalent computed based on the present basic rate of the employee to be paid within two (2) or three (3) days after the anniversary date of employment. d. The HRD Office may conduct a spot check inspection during an employees Hospital and SS-Sick Leave.
Pay Increase
1. Performance or Promotional Pay Increase is based on how well a Staff Nurse employee performs the job according to the periodic evaluation by the Supervisors, executive officers or Department Heads concerned and shall be submitted to the Board of Directors for appropriate actions 2. General Pay Increase may be approved for a particular period as adjustment to salaries or fringe benefits with its effectively set by the Board of Directors. Any Government mandated increases in base pay or fringe benefits provision will be implemented as part of such General Pay Increase
On an ordinary day
On a rest day, special day 30% of the daily hourly rate on or regular holiday a rest day, special day or regular holiday
Payroll Components
The following are the components that are included in your payroll which are also complied regulation from the BIR, SSS, PHIC and Pag-Ibig Funds
Matrix Showing the Particulars THE EARNINGS COLUMNS INCLUDES: Basic Pay Overtime Night Shift Premium COLA Holiday Pay Tenure of Allowance Transportation Allowances Leaves THE DEDUCTIONS COLUMN
SSS Premium PHIC Withholding Tax Miscellaneous Cash Advances Hospital Accounts Pharmacy Union Dues Cooperative Pag-ibig Premium loans Marketing
DISCLOSURE OF COMPENSATION AND BENEFITS
If His/her personal exemption is P25, 000.00 per dependent. The categories are:
ME1 Married employee with one qualified dependent. ME2 - Married employee with two qualified dependents. ME3 - Married employee with three qualified dependents. ME4 - Married employee with four qualified dependents. c.) An employee will be covered from withholding Tax exemption after filing and completing the BIR Form 1602 and 2305 wherein it reflects the number of his/her dependents in the gross earnings
DISCLOSURE OF COMPENSATION AND BENEFITS
SSS-SICKNESS Benefit
All Staff Nurses who paid at least three (3) monthly SSS- Premium payments excluding the semester of sickness can avail SSS sick leave benefit.
Maternity Benefit
a) All female Staff Nurse employees who had paid at least three (3) monthly SSS Premium Payments excluding the semester of pregnancy can also avail SSS Maternity Benefit, provided they must notify the Human Resource Department within the First Trimester of the pregnancy.
b) All female Staff Nurse employees are entitled to Maternity Leave of sixty (60) days on case normal delivery, abortion or miscarriage. c) Seventy-eight (78) days in case of caesarean section delivery
SSS SICK-LEAVE
a) All Staff Nurse employees are members of the Social Security System and may qualify for benefits under the Social Security Law in certain instances. b) In case of maternity leave with pay is exhausted and the employee concerned is unfit to work, the Maternity Leave will be extended in the form of an SSS Sick Leave.
RA 8972
Grant of special leave to solo parents ( for IRR pls visit HRD Office)
Laboratory Services
a) Laboratory services to be availed by the employee will be given a certain discount. b) All laboratory examination ordered by the approved Attending Physician for the employee will be referred to the Hospital Laboratory.
Clothing Allowance
a) Regular Staff Nurses are provided with Clothing Allowance to be given in full every anniversary date of employment of the year and in the event an employee resigns whether before or after the employees anniversary date. b) The coverage of the clothing allowance will be for the coming year and in the event an employee resigns whether before of after his/her anniversary date, she/he would give back to the hospital the clothing allowance equivalent to the unused period from his/her resignation.
Educational Assistance
An educational assistance will be provided to a regular employee who has been on a regular status for at least two (2) years and the intended course/degree to be taken is related to his/her job responsibilities
First-Aid Provision
a) All employees regardless of status may avail the companys First-aid treatment when they need immediate relief from minor discomfort, pain such as headaches, stomach aches, minor wounds and lacerations. b) If you need first-aid treatment, immediately seek approval from your head/supervisor. c) When you received your approval, proceed immediately to the OutPatient Department during regular business hours or to Emergency Room after 5 oclock in the afternoon so that you will be examined by the Resident Physician or attended to by the area staff nurses. d) Secure the prescription and proceed to the Pharmacy Section for your medicines. e) Take note that only the first dose is free and consecutive doses required in the prescription will automatically be credited to the pharmacy account of the employee.
BENEFITS AND SERVICES
The hospital recognizes that various risks and hazardous condition are inherent in the health care environment and that processes must be implemented to reduce or eliminate these risks and hazards.
Anti-Smoking Zone
The hospital is a No smoking area. Any employee caught smoking in the premises will be dealt with a disciplinary action.
THE END