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Employees Manual Company Staff Nurse

COMPANY POLICIES AND PROCEDURES ON EMPLOYMENT

Policy on Employee Recruitment, Selection


The primary objective of the Human Resource Department is to effectively manage Staff Nurse selection and placement system through finding the right Nurse applicant to be part of the Nursing Staff of the hospital. Further, the Company reserves the right to hire, recruit, evaluate, train and appoint qualified Nurse applicants for any position which might be required.

COMPANY POLICIES AND PROCEDURES ON EMPLOYMENT

Classifications of Employees and Stages of Employment


As Staff Nurse employee in this company, you may be promoted to a higher status provided that you pass the criteria for promotion set by the management. Staff Nurse employee can only be promoted to Probationary Status only after the evaluation and the recommendation of the Station Head/Supervisor. Promotion of Clinical Staff Nurses will undergo prior deliberation of the Station Head together with the Assistant Chief Nurse and the Chief Nurse. The evaluation and recommendation document will then be forwarded to the Human Resource Department for proper action. It must be noted that all official hiring and promotion of Staff Nurses is subject to the approval of the Board of Directors.
COMPANY POLICIES AND PROCEDURES ON EMPLOYMENT

Matrix on Employments Stages


Stages 1st Stage 2nd Stage 3rd Stage 4th Stage Status Reliever(Clinical Staff) Probationary Regular Daily Regular Monthly Wage Basis Daily Rate Daily Rate Daily Rate Monthly Rate Effect No Work, No Pay No Work, No Pay No Work, No Pay One (1) OFF duty is paid

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

COMPANY POLICIES AND PROCEDURES ON EMPLOYMENT

PROCEDURES IN RECRUITMENT, SELECTION, PLACEMENT and HIRING

PROCEDURES IN RECRUITMENT, SELECTION, PLACEMENT and HIRING

Staff Nurse Employee Selection


The Human Resource Officer and the Chief Nurse jointly conduct the Selection of Nurse applicant to fill-in the vacancy thru from the candidates who submitted their applications.

PROCEDURES IN RECRUITMENT, SELECTION, PLACEMENT and HIRING

The following Hiring Process then takes place:


1. Hiring papers are prepared indicating: Condition of employment whether casual, probationary, regular Salary, and other benefits 2. Final approval by the Board of Directors/President of the company 3. Signing of the employment contract or appointment, to signify the Staff Nurse' acceptance of the stipulated conditions of the employment 4. Accomplishing the permanent personnel records. (e.g. SSS, PHIC, and other forms required by the HR Office) 5. Notification to the payroll in-charge, Accounting Section and the department/section where the employee will work. 6. After completing the paper requirements of the HR Department, the new Staff Nurse employee is ready to undergo the orientation or induction program of the company.

HIRING PROCEDURES
Hiring of Registered Nurses

PROCEDURES IN RECRUITMENT, SELECTION, PLACEMENT and HIRING

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.

PROCEDURES IN RECRUITMENT, SELECTION, PLACEMENT and HIRING

g.) Should there be an existing vacancy, the Nurse applicant maybe

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

Employment Conditions (Hospital Working Hours)

Matrix for the Official Hospital Working Hours for Nurses


7:00am Shifting Hours 3:00pm

3:00pm
11:00pm

11:00pm
7:00am

Employment Conditions (Hospital Working Hours)

STANDING POLICIES

A. Attendance and Punctuality


1. At the opening hour, all Staff Nurses are expected to be actually performing assigned tasks. 2. An occasional tardiness due to unavoidable circumstances is tolerable, however habitual tardiness will be subject to suspension after all the warnings issued by the HRD based on employees record reflected on the Attendance Record and the Time Card. 3. The attendance record and records of tardiness are reflected in the master file of attendance to be reviewed during evaluation, thus, it is important on your part you come on time for your work because your attendance and punctuality will be considered in evaluating you for possible promotion.
STANDING POLICIES

Matrix on Tardiness Incurred and its Corresponding Action


Level of offense First Offense Second Offense Third Offense Fourth offense 30 minutes late and above 4th offense and comes in late for 30minutes and above Corresponding Warning First Warning, verbal reprimand Second Warning, written reprimand Final Warning One (1) day suspension for each offense With corresponding deduction in the payroll Deduction in the payroll plus one day suspension

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

C. Penalties for Violation on Company policies on Card Identifications


The primary purpose of discipline is to correct employees short comings, if possible, rather than to inflict punishment.

Matrix on Degrees of Offense and Disciplinary Actions


Degree of offense 1st Offense 2nd Offense Corresponding Disciplinary Action Warning w/ Requirement to submit written explanation One (1) Day Suspension

3rd Offense

Three (3) Days Suspension

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

G. Orientation of Staff Nurses

STANDING POLICIES

Corporate Policy on Orientation of Employees

Corporate Policy on Orientation of Employees

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.

Corporate Policy on Orientation of Employees

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.

Corporate Policy on Orientation of Employees

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

Training and Development Program

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).

Training and Development Program

Approval of your application will however be subjected to the following criteria.

Criteria for Provision:


1. The program of development will help in the attainment of the hospitals objectives. 2. The program will follow the present development priority needs of the hospital. 3. The program will be funded within the budget set for each year.

Training and Development Program

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.

Training and Development Program

EMPLOYEE PERFORMANCE and PROMOTION

Job Evaluation and Promotion


The performance Evaluation and promotion Criteria prepared by the Company shows employee classes and positions, wages, salaries and others related information about your job. For purposes of promotion to a higher position, the following factors serve as parameters:
Matrix on Job Evaluation and Promotion Criteria
CRITERIA PERCENTILE

EFFICIENCY
QUALIFICATION ATTITUDE

50%
25% 15%

SENIORITY

10%

EMPLOYEE PERFORMANCE and PROMOTION

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.

EMPLOYEE PERFORMANCE and PROMOTION

ABSENCE FROM WORK

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

ABSENCE FROM WORK

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.

ABSENCE FROM WORK

DISCLOSURE OF COMPENSATION AND BENEFITS

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

DISCLOSURE OF COMPENSATION AND BENEFITS

Procedure on Payment of Wages and Salaries


1. Regular Staff Nurse Employee will be paid automatically through their ATM Account. 2. Non-regular Nurse Employee (probationary, Casual, and Reliever) will be paid through the Company Cashier. 3. Payment of wages to employee will be made every fifteenth day and every end of the month

DISCLOSURE OF COMPENSATION AND BENEFITS

Overtime, Rest and Holiday Pay


The following proper procedure must be followed in filing for a valid overtime. It is to be noted that noncompliance of this procedure would mean a disapproval of the overtime
1. Overtime Slip must be approved by the Section Head or the Supervisor one (1) day before the intended overtime. Overtime Slip must be forwarded to the Human Resource Department, with the recommendation of the Supervisor for approvals of the Hospital Administrator.

DISCLOSURE OF COMPENSATION AND BENEFITS

Night Shift Differential or Pay


Employees are entitled to an additional compensation of ten percent (10%) of the employees regular wage for each hour of work performed between 10:00 pm and 6:00 am.
Matrix Showing the Approval Computation for Night Shift Differential
Approved Computation of Night Shift Differential

On an ordinary day

20% of Daily Hourly rate

On a rest day, special day 30% of the daily hourly rate on or regular holiday a rest day, special day or regular holiday

DISCLOSURE OF COMPENSATION AND BENEFITS

Thirteenth (13th) Month Pay


All employees will avail a Thirteenth (13th) Month Pay as provided by law. In consideration to the economic demands and need of the employee, the thirteenth month pay is given in two payments which will be before the opening of the school year usually during the month of May and the pay is given before Christmas Day.

DISCLOSURE OF COMPENSATION AND BENEFITS

Payroll Charges Consideration on Leave of Absences, Overtime, Exchange Duties


For information purposes, the cut-off date for payroll transaction is every 5th and 20th day of the month. It is to be noted that, absences of Regular Employees are not all chargeable to hospital vacation leave (HSL). Some are chargeable to SL and requires medical certificate from the company Physician. The following are the payroll considered:
1. 2. 3. 4. Scheduled and un-scheduled overtime Working days of Regular Daily Exchange Duties /Shift Leave of Absence (HVL/HSL/LOA without pay)
DISCLOSURE OF COMPENSATION AND BENEFITS

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

WITHHOLDING TAX DEDUCTIONS


a) Deduction for the Withholding tax is scheduled every end of the month. The specific amount varies according to an employees Tax Code. b) TAX CODES FOR WITHHOLDING TAXES OF EMPLOYEES COMPENSATION Z - Zero exemption-Employee with multiple employers simultaneously, with respect To second, third, etc., employer, and Employee who fails to file application for Registration (BIR Form No. 1902) S Single, legally separated spouses / widow / widower or married individual judicially decreed as legally separated with no qualified dependents. His/her personal exemption is P50, 000.00. ME - Married employee who is not legally separated. His/her personal exemption is P50, 000.00. Married employee is further categorized according to the number or dependents an employee has.
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, PHIC and PAG-IBIG DEDUCTIONS


a) The contributions of employees are remitted monthly to the SSS. Deduction are done on a regularly basis from the earning of the employee and at the same time the TDHI, as an employee maintains its regular contribution.
b.) others SSS benefits not stated in this manual are contained in the SSS brochure available at the Human Resources Section.

DISCLOSURE OF COMPENSATION AND BENEFITS

BENEFITS AND SERVICES

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.

BENEFITS AND SERVICES

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

BENEFITS AND SERVICES

PATERNITY Leave RA 8187


a) All married male Staff Nurses regardless of employment status are entitled to paternity leave of seven (7) days.
b) This paternity leave applies only to the first four deliveries of the employees lawful wife whom he is cohabiting.

BENEFITS AND SERVICES

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.

BENEFITS AND SERVICES

Vacation Leave (VL)


a) This is a Company Benefit Leave of Absence. b) All regular employees are entitled to a 1.25 days VACATION LEAVE (VL) every month or 15 days VL accrued for one (1) year. c) During the employees anniversary date of regular employment, the un-used VL and SL are accumulated for cash Commutation. Filing for this request is coursed through the HRD.

BENEFITS AND SERVICES

Sick Leave (SL)


a) This is a Company Benefit Leave of Absence. b) All regular employees are entitled to a 1.25 days SICK LEAVE or 15 days HSL accrued for on (1) year. c) All unused Hospital Sick Leave converted to its cash equivalent 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.

BENEFITS AND SERVICES

RA 9710 (Magna Carta for Women)


a) Provision of leave benefits to qualified female Staff Nurses employees who have undergone surgery caused by gynecological disorder. ( for list of disorders covered, pls visit HRD Office.)

BENEFITS AND SERVICES

RA 8972
Grant of special leave to solo parents ( for IRR pls visit HRD Office)

BENEFITS AND SERVICES

Free Annual Physical Check-up


a) All regular employees will avail of the Annual Physical Check-up b) Additional tests that are free to the annual physical examination are CBC and urinalysis. If an extra test is required, the approval of the Hospital Administrator must be sought out first.

BENEFITS AND SERVICES

Employee Compensation Program (ECC)


Employee can claim company benefit, only for workrelated sickness, injuries or death.

BENEFITS AND SERVICES

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.

BENEFITS AND SERVICES

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.

BENEFITS AND SERVICES

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

BENEFITS AND SERVICES

Cash Commutation /Monetization of un-used Leaves


All unused Sick Leave (SL) and Vacation Leave (VL) will be converted to its cash equivalent computed based on the present basic rate of the employee to be paid within two (2) to three (3) days after anniversary date of employment.

BENEFITS AND SERVICES

PhilHealth, Pag-Ibig Funds, SSS


a) Contribution of employees are automatically deducted from the payroll of Probationary, Casual and regular Employees which is done every end of the month. The company is also regularly remitting its counter-part contribution amount. Deductions on these are reflected in your pay slip. b) Employees may avail of the loans and related benefits program of SSS, Phil Health and pag-ibig depending on the number of month of premium contributions.
BENEFITS AND SERVICES

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

Hospital Health and Safety

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.

Hospital Health and Safety

These processes include:

Fitness to Perform Task Assigned, Free from Communicable Disease


All employee are required to undergo Medical Clearance as part of the Pre-employment requirements and to undergo the same clearance as part of the Annual Medical Examination of the following to ensure that employees who will be working in the hospital environment do not carry communicable disease that might cause to infect or contaminate other employees and the environment. a) Latest Chest X-Ray result b) Latest CBC test c) Urinalysis d) Stool Exam (if applying for the NICU position) e) HBs Ag (if applying for an ICU position)
Hospital Health and Safety

Provision of Personal Protective Equipments


a) The hospital provides proper PPEs to be utilized by all staff when there is a reasonably anticipated exposure to any patients bloody, body substance, non-intact skin mucous membranes and in chemical handling. b) PPEs are utilized while providing care to patients with epidemiologically important microorganism to reduce the opportunity for transmission of pathogens and to reduce the risk of infection of staff, patients and maintain a safe and healthy environment of care. c) Issuance of these PPEs is through the Nursing Service Department.

Hospital Health and Safety

Provision of Medicine as Prophylaxis to Staff Expose to Communicable Disease (CD)


The hospital provides immediate response in case of exposure to CD or in case of intensive close contact (ex. Mouth-to-Mouth resuscitation, endotracheal intubation, endotracheal tube management, sanctioning or IV Insertion) cases through immediate issuance of anti-microbial medicine as a prophylaxis.

Hospital Health and Safety

Bio-Medical Waste Management on Infectious, Pathological, Sharps, Hazardous,


Chemo & Antineoplastic Wastes Management Program
a) Employees are directed to consciously and responsibly practices the clear guidelines on the proper management, segregation, disposal and handling of all bio-medical waste generated from all Section/Units/Stations so that infection and hazard from infection, needle and stick injury can be eliminated or reduced. b) All Sections and Areas are provided with labeled trashbins. c) Throw plastics, bottles, cans and other nonbiodegradable to the Non-biodegradable labeled bin. d) Throw food remains from your meals, spoiled fruits or juices in the Bio-degradable bin. e) Avoid mixing your garbage in one bin.
Hospital Health and Safety

Presence of Infection Control System


The presence of the Infection Control Committee assures the safety and reduction or elimination of health in terms of infection originating from healthcare provider-to-patient transfer of infection and other communicable diseases. The ICC provides procedure guideline & TransmissionBased Precautions
a) b) c) d) e) f) g) Standard Precautions & Transmission-based Precautions Procedure on Prevention and Treatment of Needle stick Injuries Personal Protective Equipment (PPEs) Asepsis (Prevention of Health Care- Associated Pneumonia) Case Containment of Nosocomial Infections Procedure on Proper Handling and Disposal of Needles and Sharps Procedure on Asepsis (Prevention of catheter Associated Urinary Tract Infections h) Policy on cleaning, Disinfecting, Drying, Packaging, Sterilizing of equipments, instruments and Supplies i) Polices on Decontamination, Disinfection, Sterilization, Disinfectants, for Specific Medical Equipment and Areas j) Outbreak Investigation k) Procedure on Asepsis (Prevention of Intravascular Infections) l) Policy on Housekeeping Procedure in Specific Patient Areas

Hospital Health and Safety

Anti-Smoking Zone
The hospital is a No smoking area. Any employee caught smoking in the premises will be dealt with a disciplinary action.

Hospital Health and Safety

Employees Manual Company Staff Nurse

THE END