Eye Hospital : Documented disciplinary and grievance handling procedure.

 

Disciplinary & Grievance Handling

General:

 

The hospital’s policy is to ensure fair and effective arrangements exist for dealing with disciplinary matters and common practices are observed for all employees.  The procedure covers unsatisfactory conduct, unsatisfactory work performance, if this is willful or caused by carelessness.   This Disciplinary Code aims to:

1.  Promote efficient and safe performance of work.

2.  Maintain good employee relations within the hospital.

3. Help and encourage staff to achieve and maintain the appropriate standards of conduct.

 

Procedure:

Informal Action:

1. Minor faults are dealt with informally by way of advice, coaching, counseling or training as appropriate. Examples of such offences would include isolated instances of poor time keeping, unauthorized absence or non-compliance with sickness notification rules.
2. The immediate superior would normally have responsibility for bringing the matter to the attention of the Medical Director and discussing it with them. Generally, this will resolve the problem without recourse to the formal disciplinary process.
3. The member of staff should be advised clearly of the standard of behavior expected of them and informed that if he/she does not improve then they will be subject to formal disciplinary action as set out below.

 

Formal Action:

 

1.   In respect of matters that are more serious than minor breaches of conduct, a memo is issued by the Medical Director and a written explanation is sought from the employee within 5 days.

2.   In case the Medical Director is not satisfied with the explanation received, second Memo is issued and employee is expected to submit a written explanation within 2 working days. The same step is followed in case the employee doesn’t submit a written explanation within the defined time frame.

3.   In all maximum three Memos are issued to the employee.

4.   The disciplinary action against employees is taken.

5.   In case the employee doesn’t turn up with an explanation or the explanation received is not satisfactory even after three Memos then the employee is given Show Cause Notice.

6.   The employee is required to respond to the notice within seven days.

7.   In case the employee does not respond to the Show cause notice or the explanation furnished by the employee is unsatisfactory, then appropriate disciplinary action is taken.

 

Rights of Employees

 

All the employees have following rights.

1.  The right to have written notice before a decision or disciplinary action is taken.

2.   Right to be represented

3.   Right to receive written confirmation of any penalty imposed.

4.   Right to appeal to higher authorities against any action taken.

5.   Right not to be physically punished, called by race, creed etc,

6.   Right not to be discriminated on the basis of religion, caste, creed, sex, etc.

 

Grievance Handling Mechanism  

General:

 

The objective of the grievance redressal procedure is to provide easy accessible machinery for settlement of grievances and to adopt measures in organization that would ensure expeditious settlement of grievances of employees leading to increased satisfaction on the job and resulting in improved productivity and efficiency of the organization.

  

Grievance:

 

‘Grievance’ for the purpose of this scheme would only mean a grievance relating to any employee arising out of the implementation of the policies/rules or decisions of the organization. It can include matters relating to leave, internal performance appraisal, acting arrangements, non-extension of benefits under rules, etc., of an individual nature.

Procedure:

 

The following is the procedure for handling aggravated employees grievance(s)

 

1. An aggrieved employee shall take up his grievances orally with his immediate superior who will give a personal hearing and try to resolve the grievance(s) at his level.
2. If the grievance is not satisfactorily redressed, the aggrieved employee may submit his grievance in writing to the Immediate Superior concerned whose recommendation will be conveyed to the Director and the decision of the Director will be final.
3. The entire process of redressal is documented.

 

 

Issues Not Covered under Grievance: 

 

Grievance pertaining to or arising out of the following shall not come under the purview of the grievance procedure:

1. Promotions 
2. Where the grievance does not relate to an individual employee
3. In the case of any grievance arising out of discharge or dismissal of an employee.

 

Grievances pertaining to or arising out of disciplinary action or appeal against such action shall be channeled to the competent authority, which will be designated by Director.