CDSIMER Dr. Chandramma Dayananda Sagar Institute of Medical Education and Research A Unit of Dayananda Sagar University KanakapuraRoad, Harohalli, RamanagaraDistrict, Karnataka - 562112 EMPLOYEE HANDOUTs This Employee Handout constitutes the guidelines to HR policies at CDSIMER by providing practical and necessary information about your employment and the Institute. It aims to help connect you to the broader organization by sharing policies, procedures, practices and services that relate to your role as an employee.
Dean / Principal ⮜----------------------⮞ Special Officer Vice Principal Medical Director Deputy Medical Administrator Academics Clinical Services Hospital Administration & Finance Hospital Operations & Services Medical Staff Administration Finance Support Services Ancillary Services Nursing General Medicine Human Resources Billing (Insurance & Recovery) CSSD Radiology Services Psychiatry Patient Care Services / PRO Biomedical Engineering Laboratory Services Otorhinolaryngology Nursing Superintendent Mortuary Pharmacy Services Dermatology Medical Records Purchase & Stores Hospital Infection Control Physiotherapy Orthopaedics Deputy Nursing Superintendent Quality Laundry OT Services General Surgery IT Services Facilities Blood bank Ophthalmology Assistant Nursing Superintendent Diet & Nutrition ● Housekeeping Critical Care Respiratory Medicine F&B Services ● Transport Dialysis Obstetrics & Gynecology Nursing Supervisor Marketing ● Security Cath Lab Anesthesiology ● Medical Gas Other Diagnostics Services Casualty Staff Nurse ● Accommodatio n Transfusion Medicine ● Others - STP, Campus Radiology Trainees / Aid Paediatrics (Nursing) Dental Microbiology Biochemistry Pathology Super Specialty HOSPITAL ORGANOGRAM
VISION To be the most sought-after Institution / Hospital with integrated world class healthcare system through best in class medical practices and cutting edge technology in creating centres of excellence with a strong focus on education, research and training. To provide compassionate, accessible, high quality healthcare with evidence based protocols and a patient centric approach for benefit of the humanity. MISSION CDSIMER is committed to continually strive to deliver excellence in healthcare. We are driven by the zeal to care with compassion through inculcating core values, impeccable ethics and building synergies thereby exceeding the expectations of our patients and their families consistently. QUALITY POLICY Integrity: Know and do what is right. Patient Centricity: Putting the patient first. Empathy: Ability to understand another person’s feelings. VALUES EMERGENCY CODES Code Interpretation Contact Number Red Fire 6666 Blue Medical Emergency 6666 Yellow Mass Casualty 6666 Pink Child Abduction 6666 Violet Violet Patient / Attendant 6666 Orange Hazardous Material Spill 6666 RACE R - Rescue A - Alarm C - Contain E - Extinguish PASS P - Pull the Pin A - Aim at the base of the fire S - Squeeze the trigger S - Sweep from side to side GENERAL SPECIALITIES ●Anaesthesiology ●Blood Centre ●Dental ●Dermatology ●Emergency Medicine ●General Medicine ●General Surgery ●Obstetrics & Gynaecology ●Ophthalmology ●Orthopaedics ●Otorhinolaryngology (ENT) ●Paediatrics ●Psychiatry ●Respiratory Medicine LABORATORY SERVICES ●Biochemistry ●Clinical Pathology ●Cytology ●Haematology ●Histopathology ●Immunology ●Microbiology ●Molecular Biology SUPER SPECIALITIES ●Cardiology ●Cardio Vascular Thoracic Surgery ●Nephrology ●Neurology ●Neurosurgery ●Plastic Surgery ●Surgical Oncology ●Urology SUPPORT SERVICES ●Ambulance Services ●Biomedical Engineering ●Canteen & Cafe ●Central Sterile Supply Department ●Facility & Maintenance ●General & Medical Administration ●Housekeeping ●Human Resources ●Information Technology ●Medical Gases ●Medical Records Department ●Physiotherapy ●Stores and Purchase ●Security CRITICAL CARE ●MICU ●NICU ●PICU ●SICU RADIODIAGNOSIS ●CT Scanning ●Fluoroscopy ●MRI Scanning ●Ultrasonography ●X-Ray NURSING SERVICES SERVICES NOT AVAILABLE ●Management of Burns ●Medical Oncology ●Radiation Oncology ●Telemedicine ●Organ Transplantation PHARMACY SERVICES SCOPE OF SERVICES NEW HIRE INFORMATION The Office of Human Resources conducts an orientation program for newly hired staff soon after employment begins. The purpose of the meeting is to share valuable employment information with Staff and to answer their questions. LICENSE / REGISTRATION Certain jobs require licenses / registration in the offices of regulatory bodies in order for employees to perform their job within the law. In such cases, the employee will be responsible for securing the license / registration and keeping it valid and current at all times during the continued employment in such a position. MEDICAL EXAMINATION Every employee has to provide medical evidence of fitness and freedom from contagious diseases. The appointment of a staff shall be subject to medical examination and medical fitness certificate by the Institute's Doctor nominated or appointed by the Institute. The Institute also reserves the right to request a medical examination at any time during the course of employment. If an employee is found by the Doctor to be unfit medically in performing his / her duties or is suffering from a contagious disease or is declared medically unfit, it will be open to the Institute’s deciding authority to send the employee on leave on his / her own and if he does not have any leave to his / her credit on loss of pay. On the expiry of such leave, if he is not cured and declared unfit for work, the Institute’s deciding authority may terminate his/her service on account of continued illness.
EMPLOYEE RIGHTS… ● To know about the Institute policies and objectives. ● To be entitled to the terms and conditions as specified in the appointment letter ● To be treated considerately and respectfully, and not discriminated against on the basis of age, caste, religion, creed, gender or socio-economic background. ● If any one believes that he/she has been the victim of harassment, or knows of another employee who has, the right to report it immediately to the concerned authority ● To seek clarity on the targets to be achieved/job to be performed, and the roles/responsibilities associated with the task to be performed. ● To be aware of all the rights being conferred on an employee during the course of employment. EMPLOYEE RESPONSIBILITIES… To provide complete & accurate information to the management during the employment process; & also to promptly notify any changes in their personal data and credentials during the course of employment. The employees are expected to work on shifts or normal duty hours to support the Institute’s operations. Employees may be required to work overtime when the workload is identified. To treat clients, co-workers, patients with respect & dignity & maintain confidentiality along with thorough understanding of and adherence to the patient’s rights & responsibilities. All employees are expected to be present for duty in formal attire (dress code as per Institute norms) or Institute provided uniform only (Institute Identity Card, well groomed,wearformalshoes). All employees are expected to maintain proper discipline, professional ethics and complete integrity in the performance of work as per the Institute norms; and also to accept, where applicable, adaptation to the environment to ensure a safe & secure stay in the Institute for self, colleagues, patients & others. Employees shall be discrete in their personal conversations while in the presence of customers and patients; also not converse in their local vernacular and sensitise with employees by conversing in soft tones & quiet behaviour Not to interfere with or misuse any material resource provided by the Institute & to exhibit courtesy, good telephone manners and professionalism when dealing with fellow employees, patients and clients. The employees are responsible for ensuring that the equipment allocated is handled carefully and maintained in accordance with the standard operating guidelines. To use information, records, etc that the employee has/ had access to during the course of employment for the intended purpose/s only to ensure confidentiality and legal privilege; and also ensure to exercise a reasonable degree of care to prevent disclosures to others and follow Institute norms for disclosure on authorised approval only. To report immediately to HR or Departmental Heads or management about untoward incident, dangerous unsafe practice and any type of harassment Employees shall be encouraged to adapt a clean desk policy and clear up their workstations on completion of each workday, ensuring that all personal and confidential papers are kept securely. Leaves should be planned well in advance and prior sanction taken before proceeding on leave. If for whatever reason an employee is unable to report to work on schedule, he/she must inform his/her Departmental Head, preferably in writing, as per the leave application protocol. Employees shall be expected to use email and internet access that is provided in a manner that is ethical and lawful Any other responsibilities entrusted by the superiors from time to time. CODE OF CONDUCTOF THE MEDICAL/NURSING PROFESSIONALS/ STAFF The conduct as defined by Indian Medical Council (Professional Conduct, Etiquette & Ethics) Regulations, 2002/ Indian Nursing Council/ Model standing rules of State and Central Government must be followed. GENERAL CODE OF CONDUCT Every employee shall at all times maintain absolute integrity and devotion to duty and conduct himself/ herself in a manner conducive to the best interest, credit and prestige of the Institute from the below mentioned perspectives: ● People ● Customers/ Patients PUBLICATIONSOF HOLIDAYS Notice specifying the days observed by the Institute, as holidays shall be circulated (Circular) and displayed on the CDSIMER’s website. Change in declared holidays shall be made with due intimation to the staff. DUTY HOURS ANDSPREAD OVER OR BREAKDUTY The duties of the employee shall be fixed by the Manager or the Departmental head according to needs and exigencies of work. The Management shall be competent and entitled to spread over the duty hours or given break duty. Changes in daily working hours or days will be notified in advance. No employee shall have any right to raise any objection in this respect. POSITION GUIDELINES / JOB DESCRIPTION Position guidelines are important for a lot of reasons. It identifies the purpose of job as well as reporting relationships, principal accountabilities, key success factors (Education, Experience, Knowledge and Skills) and competencies. Job Description is also a good basis for setting annual performance targets. If you don't have your description, ask your manager / reporting authority, he or she will be glad to provide with a copy. Provided /given at the time of appointment. CONFIRMATION OF EMPLOYMENT / APPOINTMENT Employees who have satisfactorily completed their probationary period shall be confirmed in their position in writing. There shall be no deemed confirmation without the Institute notifying the employee in writing MEETINGS No meetings or any gathering / discussions can be held or attended in the Institute's premises without prior written sanction of the Management or Authority Concerned. Any kind of religious act will not be permitted inside the premises. ACCIDENTS Every employee shall discharge his / her duties and responsibilities with all care and diligence and shall at all times observe the safety measures adopted and/or directed to be followed in the Institute premises. All employees shall immediately report any injury sustained during the course of their work / at the place of their work to their superior concerned and no cognizance would be taken of any injury not reported immediately. PERSONAL APPERANCES & DRESS CODE Employees are encouraged to be well groomed at all times. Employees are to wear Institute’s uniform and with identity card provided wherever applicable. Other employees are encouraged to dress in appropriate business attire, since as an Institution we are in contact with various categories of people and every one required maintaining a dress code which is appropriate. A decent and appreciable dress code will be ensured by all the employees during duty hours. All employees who are required to wear uniforms shall be issued uniforms by the Institute every year against a refundable caution deposit of nominal value. ● Institute ● Community
LEAVE Employees shall be entitled to leave with salary in accordance with the leave rules of the Institute, as amended from time to time. Special Casual Leave (SCL) ➢ "Special Casual Leave" of 15 days per calendar year will be granted to teaching faculty for academic pursuits i.e. MCI Inspection, conduct of University Exam, attending CMEs and any other academic function. ➢ This leave shall be sanctioned on submission of documentary proof regarding Appointment / Attendance, to the Dean. Prior permission should be obtained. ➢ This leave shall not be cumulative and is availed at the discretion of the management consent. Festival Holidays Including National and Festival Holidays, holidays in a calendar year will be granted by the Management in accordance with the Karnataka Industrial Establishments (National and Festival) Holiday Act, 1963, which shall be published in the official website. A Circular specifying the days to be observed as holidays shall be notified. Those of the employees who are required to work on any of these days shall be entitled to a compensatory holiday. RH* - Restricted Holidays of 2 days in leave year accrued bi-annually on completion of 6 months of continuous service from the date of joining also form part of the Holidays. Casual Leave (CL) Earned Leave (EL) Compensatory Off (Comp - OFF) On Official Duty (OOD) Maternity Leave (ML) Leave Eligibility On successful completion of one month ELs can be availed only after one year of continuous service On Occurence On Occurence Female Staff on completion of one year of probationary period in accordance with the relevant provisions of statutory laws. Twice in whole service only Leave Entitlement Teaching 1 CL per month till one year after that 15 days per year 30 Days / Leave Year Leave Entitlement equivalent to the number of offs/ holidays lost, in lieu of scheduled or unscheduled working on either a weekly holiday / off or Holiday 12 Days per year 90 Days Non Teaching / Tutor 21 Days / Leave Year Residents 15 / Leave Year Leave Year Calendar Year (January 1st - December 31st) Calendar Year (January 1st - December 31st) On Occurrence On Occurence On Occurence Whether Sunday / Holiday to include as prefix/ suffix No Yes No No Yes Minimum Continuous Days One Day (No Half-a-day CL) 3 Days 1 Day (No Half-a-day CCL) 1 Day NA Maximum Continuous Days 3 Days Based on Leave at Credit & approval of sanctioning authority 3 Days As and when required & sanctioned by the authority 180 Days Can be clubbed with CCL, RH, OOD Should not be clubbed with any other leaves CL, RH*, OOD (Minimum of 2 working days per week in the availing week) NA EL, LWP Leave Accrual Joining Year - 1 Day / month Subsequent Years -15 Days / Annum (Exception to Joining Month) Bi-annually (Once in 6 Months) On Occurence On Occurence On Occurence Leave Lapse Lapses on close of Leave year (December 31st) Leave entitlement exceeding 180 days If not availed within one month from the date of entitlement Lapses on close of Leave year (December 31st) Non Occurrence and not eligible Leave Carried Forward Unavailed CL during the Leave Year shall be carried forward to the subsequent month Accumulation of Leaves with Ceiling Limit of 180 Days NA NA NA
PAY INCREASE Annual Increment shall be given to all (teaching & non-teaching) active working classified staff as per the schedule after the appraisal completion; the cycle of performance management system being completion of continuous service period of one year. Influences such as recent economic conditions, the market and the Institute’s performance affect the pool of funds available for increases. Pay Increase is scheduled annually. CDSIMER reserves the right to modify or cancel any of its award programs at any time, without advance notice. Should the need arise, the schedule could be compromised at management’s discretion overall or on case-to-case basis. NOMINATION Every employee shall nominate a person or persons to receive any amount due to him / her in the event of his / her being incapacitated to act for himself / herself by reasons of death, insanity or any other cause. MEETINGS ON CALL "On Call” duty requires an employee to remain within reach to connect and within a reasonable distance from their workplace in order to be immediately available for duty if needed and not responding to calls will be treated as absent for duty and dealt with accordingly. CREDENTIALING & PRIVILEGING Credentialing and Privileging is applicable to medical, para-clinical & nursing professionals of different specialities revolving around granting permission to provide specific medical or other patient care services in the Institute, within well-defined limits, based on the individual’s professional license, competence, experience, ability and judgment, and on the Institute’s ability to provide and support the service, performed initially at the time of joining and two years once as re-credentialing calls for any privileges changes to be documented Employee Benefits Discretionary Statutory / Legal EMPLOYMENT Sponsoring for Academic Programmes for Staff Children with Sagar Group of Institutions Immunisation Provident Fund Pre-Employment Health Check-Up Annual Health Check-Up ESI Accommodation Refreshments Maternity Leave Locker Facilities Staff Recreation Public Holidays Financial Support for Career Advancement Programmes Sponsoring for Academic Programmes Crèche Facility Continuous Training & Development Transportation Facility Radiation Leave Hospital Services @ Subsidised rates Sports & Cultural Activities Gratuity SEVERANCE EMPLOYEE BENEFITS ● AlltheEmployee benefitsshall be applicableto all- on theroles of theCDSIMER ● Loyalty employee benefits are applicable for tenured employees determined at the discretion of the management. ● All employees under the statutory regime shall be applicable for the benefits as per the prevailing statutory norms. ● Accomotion Requests are addressed with deciding authority’s/ies’ consent on priority basis determined by the genuineness, need and availability of the facility, with prioritised approving compulsion to medical and clinicalfrontliners.
NO TOLERANCE FOR RETALIATION Retaliation occurs when one employee takes adverse action against another employee for making a report in good faith or participating in an investigation of a report. Employees are encouraged to speak up freely and openly without fear of retaliation. Engaging in any form of retaliation will result in disciplinary action, up to and including termination of employment. BY DISCIPLINARY AUTHORITY (Now, Prima Facie the opinion is) Suspect Not Suspect Submit all the information and complaints to the DISCIPLINARY COMMITTEE Form the Committee based on the inputs from Disciplinary Authority Place the matter before the DISCIPLINARY COMMITTEE Accepted Rejected ● Advice the Discipline Authority to further investigate ● Close the Matter Accepted Rejected Conduct Enquiry Proceedings Exonerate & Close the Matter Found Guilty? Yes No If aggrieved, an appeal can be made within 15 days by the member or the disciplinary authority against the Order ● Reprimand the member ● Remove the name of the member for up to 3 months or permanently or for duration it thinks fit ● Impose fine ● Punishment for Acts of Misconduct DISCIPLINARY ACTION PROCESS FLOW FOR GROSS MISCONDUCT
Employees who intend to resign should give prior notice, based on the separation terms mentioned in the appointment letter. HOD s / Incharges / Reporting Managers should probe to find out the reason for resignation and try and retain employee if possible along with HR intervention and / or Senior Authorities NO YES All Staff must comply with the separation terms mentioned in their respective Appointment Letter. If notice period (in partial / full) is to be waived off, then the approval of the Medical Director and Principal & Dean is mandatory. Before the last day the employee has to prepare a detailed written handover report and handover the same to the HOD/Reporting Manager (in case of Senior Position, a copy of the same to be sent to HR) Subject to proper clearance, a Relieving & Experience letter is given to the employee as applicable. Exit Interview with the HR Does the employee want to leave after the meeting with the exit committee? Employee Retained EMPLOYEE SEPARATION All staff members may need to comply to the separation clause as mentioned in the appointment / employment letter Categories of Separation Voluntary Involuntary ●Misconduct, unsatisfactory work performance, absenteeism, insubordination, violations of Institute’s policy or rules, dishonesty, illegal acts, conflict of interest, or any act deemed inconsistent with the Institute’s Mission, ●Absconding* / Job Abandonment Resignation ●Own Initiative ●Serve Notice as per employment agreement Retirement ●Meets Retirement Eligibility Criteria as per norms / guidelines of MCI or other relevant labor statutory bodies. RETURN OF PROPERTY Employees who are retiring, resigning, or who have been terminated are required to return all uniforms, tools, keys, ID Card and other Institute’s property to the Institute. RETIREMENT AGE The age of retirement for superannuation of the workmen shall be as per the applicable and prevailing norms specified by NMC / labor law. The service of an employee shall automatically cease on attaining the age of retirement. POSH & ICC As per POSH Policy in accordance to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 Complaints Committee Composition: 50% of the members should be female Appellate Authority, Presiding Officer, External Member, Convener, Members. Procedure for reporting of Sexual Harassment: ● All forms of Sexual Harassment incidents shall be reported to the chairperson members either in writing or verbally within 15 days of the incident. ● The Committee shall address within 3 days of receipt of the same. ● The accused employee will be given an opportunity to show cause and provide necessary evidence and present witness within 15 days, if required. ● If the veracity of the complaint of sexual harassment is proved, appropriate disciplinary action will be initiated against such employee ● The aggrieved person can appeal to the Court/Tribunal within 90 days of Recommendations from the Internal Complaints Committee (ICC). Note: For details pleaserefer“Preventionof Sexual Harassment Policy”in HR MANUAL. SEXUAL HARASSMENT SL. NO. COMMITTEE MEMBERS ROLE IN THE COMMITTEE 1 Dr. Prathibha D Nadig, Professor & HOD, Department of Pharmacology Presiding Officer 2 Dr. S Rajagopalan, Professor, Department of General Surgery & Medical Director Member 3 Dr. Lalitha S, Associate Professor, Department of Obstetrics and Gynecology Member 4 Dr. Gopal Das C M, Associate Professor (HOD Incharge), Department of Psychiatry Member 5 Dr. Vijaya V Mysorekar, Professor, Department of Pathology Member 6 Mrs. Mangala H, Deputy Nursing Superintendent, Department of Nursing Member 7 Smt. Durga Unnikrishnan, Social Worker, Art of Living Foundation External Member 8 Vinitha P P, Legal Consultant / Advocate External Member 9 Human Resource Representative Appellate Authority : Dean & Principal NO TOLERANCE FOR RETALIATION Retaliation occurs when one employee takes adverse action against another employee for making a report in good faith or participating in an investigation of a report. Employees are encouraged to speak up freely and openly without fear of retaliation. Engaging in any form of retaliation will result in disciplinary action, up to and including termination of employment.
For Admission query Scan Here admissions.cdsimer.edu.in www.cdsimer.edu.in KEA (CET) CODE : M083 Dr Chandramma Dayananda Sagar Institute of Medical Education & Research (CDSIMER) A Unit of Dayananda Sagar University, Harohalli, Bengaluru - Kanakpura Road - National Highway 209, Bengaluru - 562112, Karnataka - India.