Policy & Procedure-Employee Behavioral Conduct Policy

POLICY & PROCEDURE-EMPLOYEE BEHAVIORAL CONDUCT POLICY

DR. JOHN WARNER HOSPITAL

CLINTON, ILLINOIS 61727

POLICY AND PROCEDURE

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EMPLOYEE BEHAVIORIAL CONDUCT POLICY

ISSUING DEPARTMENT EFFECTIVE DATE

HUMAN RESOURCES11/15/2011

PREPARED BYREVISED DATE

JENNIE WERNECKE, MGR., HUMAN RESOURCES

POLICY #: ORIGINAL DATE

HR - 261611/15/2011

REVISES AND SUPERSEDES:

POLICY:

It is the expectation that all individuals associated with Dr. John Warner Hospital (DJWH) be

held personally accountable for conducting themselves in ways consistent with our Mission and Values. It shall be the policy of DJWH that certain rules and regulations regarding employee behavior are necessary for the efficient operation of the hospital and for the benefit and safety of all employees. Conduct that interferes with operations, discredits the hospital, or is offensive to patients, visitors or fellow employees will not be tolerated.

PURPOSE

To provide guidelines for appropriate behavior for employees of Dr. John Warner Hospital.

STAFF:

All

EQUIPMENT, FORMS & LOCATIONS:

N/A

PROCEDURE:

All employees are expected to conduct themselves and behave in a manner, which is conducive to the efficient operation of the hospital. Such behavior and conduct includes but is not limited to:

1. Reporting to work punctually as scheduled and being at the proper work station ready for work at the assigned starting time;

2. Notifying the supervisor in advance when the employee will be absent or is unable to report for work on time (following the Call-off policy);

3. Complying with all DJWH safety regulations;

4. Maintaining work place and work area cleanliness and orderliness;

5. Treating all patients, visitors and fellow employees in a courteous manner;

6. Refraining from behavior or conduct deemed offensive or undesirable or which is subject to disciplinary action;

7. Performing assigned tasks efficiently and in accord with established quality standards;

8. Refraining from engaging in or listening to negativity or gossip.

For the guidance of all employees, listed below are some Rules of Conduct. Violation of any of these rules may result in disciplinary action, including discharge, at the employer’s discretion. This list is by way of illustration only and should not be deemed to limit the employer’s right to discipline or discharge employees for other reasons not specifically listed.

1. Reporting to work under the influence of alcoholic beverages and/or illegal drugs, narcotics or the use, sale, dispensing, or possession of alcoholic beverages or illegal drugs and narcotics on the hospital premises:

2. Using profane or abusive language or displaying abusive conduct toward employees, supervisors, patients, visitors or persons doing business with DJWH;

3. Possession of firearms, dangerous weapons or explosives on hospital property;

4. Insubordination or the refusal of an employee to follow management’s instructions concerning a job-related matter;

5. Fighting or assault (physical or verbal) on a fellow employee, patient or visitor;

6. Theft, destruction, debasement, or misuse of hospital property or of another employee’s property;

7. Gambling on hospital property;

8. Falsifying or altering any hospital report, medical report, expense account, or shipping and receiving records;

9. Threatening, intimidating, coercing, physically abusing or interfering with management or fellow employees or persons doing business with DJWH;

10.Failure to wear assigned safety equipment or failure to abide by safety rules and policies;

11.Engaging in any form of harassment, sexual or otherwise and violation of the policies on solicitation or distribution;

12.Practicing or promoting discrimination against or harassment of another employee or group of employees on the basis of race, color, gender, national origin, ancestry, age, disability, genetic information, military status, unfavorable discharge from the military service, sexual orientation, order of protection status, arrest record, citizenship, marital status, religion or protected status afforded by any other Federal, State or Local laws.

13.Misrepresenting one’s own work hours or the work hours of other employees, including punching, altering, removing or handling the time record of another employee;

14.Abusing a DJWH benefit or fraudulent use of benefit hours;

15.Falsifying or refusing to provide information, or otherwise refusing to cooperate in the investigation of incidents of employee misconduct, accidents, theft or other incidents;

16.Failure to protect the privacy and maintain the confidentiality of patient, resident or employee information;

17.Inappropriate use and/or unauthorized disclosure of protected health information, or other confidential or proprietary DJWH information;

18.Violation of computer security, procedures, or standards. This includes any misuse of computer passwords software and/or hardware;

19.Making false, vicious, or malicious statements about an employee or DJWH;

20.Sleeping while on work time;

21.Failure to follow Dress Code Policy and Employee Identification Policy;

22.Unauthorized telephone calls and/or use of electronic communications;

23.Possession or use of pagers and/or cellular telephones for personal reasons unless authorized by the employee’s manager/supervisor;

24.Violation of DJWH operational and/or administration rules regarding parking, restricted access areas, etc.

25.Excessive absenteeism or tardiness;

26.Leaving the assigned job or work areas without permission before the end of the workday.

27.Engaging in activity that is unethical, immoral or illegal;

28.Any other action that is deemed to be a breach of normal employee conduct while on DJWH property or during working hours.

29.Performing any type of personal business on company time, includes but not limited to:

1. Possession or use of pagers and/or cellular telephones for personal reasons unless authorized by the employee’s manager/supervisor;
2. Unauthorized use of DJWH mail, copying machines, fax machines, electronic mail, Internet, etc. for personal use.

These rules are subject to change by DJWH at any time without prior notice, and nothing contained in them is intended to create an employment contract between DJWH and its employees.

DOCUMENTATION:

N/A

COPIES SENT TO:

ADMINISTRATION – ORIGINAL

ALL DEPARTMENTS

______

DEPARTMENT MANAGERDATEADMINISTRATOR/CEODATE

INITIAL

AND DATE

REVIEWED ______

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