Medical Policy For Employee Standards Of Conduct 6 Essay

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Department:
Human Resource

Policy Name: Employment Standards of Conduct

Policy#: HR-007
Date Updated:

Date Approved By Board of Directors:

Effective Date:

POLICY STATEMENT: J C Lewis Primary Health Care Center, Inc. intends to provide fair and equitable rules that support a productive and positive working environment for its employees.

PURPOSE STATEMENT: J C Lewis Primary Health Care Center, Inc. employees are expected to adhere to certain standards of conduct. Guidelines are listed below and must be followed:

Confidentiality: Employees are in a position to obtain confidential information regarding the private lives of patients. This information is personal and confidential and is not to be discussed anywhere at any time. Upon employment, employees sign a Confidentiality agreement.

Smoking: To promote the health, welfare, and safety of patients, visitors, employees, medical staff, and volunteers, smoking is prohibited in the clinic.

Falsification of the employment application can result in termination.

Possession of weapons on JCLPHCC premises is prohibited except for Law Enforcement personnel conducting official business.

Sexual Harassment: It is the policy of JCLPHCC, in accordance with EEOC guidelines, that all employees be allowed to work in an environment free from sexual harassment. JCLPHCC will not tolerate sexual harassment to our employees or by our employees.
A. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute “sexual harassment” when:
Submission to the conduct is an explicit or implicit term or condition of an individual’s employment.
The submission to, or rejection of, the conduct by an individual is the basis for any employment decision affecting that individual; or
The conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

B. Any employee, including supervisory or administrative personnel, who engages in sexual harassment will be subject to discipline and appropriate corrective action will be taken to prevent its reoccurrence in accordance with the following procedure:
Any employee who feels that he or she has been the subject of sexual harassment should promptly bring the matter to the attention of the Human Resource Manager or Executive Director, unless the complaint involves the Human Resource Manager or Executive Director . In the case that the complaint involves the Executive Director, the complaint should be taken to the Board of Directors’ Executive Council by the employee within three days of the initial report so that a thorough investigation can proceed into the matter.
If a determination is made that sexual harassment has occurred, appropriate disciplinary action, which may include discharge, will be taken.

Outside Business Interests of Employees and Conflict of Interest: Every employee must disclose to her/his supervisor any personal business situation or transaction which is, or may be, in conflict with the interest or purpose of JCLPHCC. This includes any instance where an employee of JCLPHCC or the employee's immediate family could benefit financially from any business situation or transaction involving the agency.
A. Full disclosure:
In cases where an employee’s personal outside business interests or transactions may constitute a conflict of interest, the employee must report this to her/his supervisor in writing. The supervisor then collects sufficient information concerning the employee's business interest or transactions in order to determine if further action is warranted. The supervisor submits this information to the Executive Director for review. The Executive Director reviews the information and with the advice of legal counsel, makes a formal, written recommendation to the governing board describing the disposition of the case. It is the duty of the employee to
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