CRT MEDICAL AND TECHONOLOGICAL SERVICES CORPORATION

EMPLOYEES MANUAL

STATUS OF EMPLOYMENT Employment in the CRT Medical and Technological Service Corporation may be classified as follows: Volunteer the word itself describes the status of the person. Nurses and Medical Technologists He/she is entitled for a three-month (3) volunteer training period. When his/her three-month (3) volunteer training period has expired, he/she may renew his/her volunteer status by reporting to the Personnel Manager for renewal. He/she may also be transferred to the next stage (depending on the item available and his/her performance), which is the trainee/apprentice status. Trainee/Apprentice if you are an applicant for a regular position in the hospital. You are required to serve for trainee/apprentice period of three (3) months. During which time, you will be observed and tested on the job. The result will determine whether at the end of three-month trainee/apprentice period, you will be terminated or given probationary status for another three (3) months for further evaluation. Probationary when an applicant passes the trainee/apprentice period satisfactorily he/she will be given probationary status for another three (3) months for further evaluation. The results of the observations, examinations, and evaluations of the employees potential will determine whether the individuals service will be terminated or given a regular employment. This position may be extended as the case may be. Regular an applicant will only occupy a regular position in the hospital when you have completed your six-month trainee/probationary period satisfactorily. In cases where the applicant has a special training or skill, or upon the recommendation of the Department Head and approval of HR Manager he/she will be entitled to occupy a regular position. Temporary, Contractual Casual these are employees who are hired for occasional or seasonal work covering a limited period, or employed as temporary replacement for a regular employee on leave, or employed on a contract basis to perform work on specified projects where the tenure of employment is fixed. Part-Time there are employees who are not in position to work full time or whose services are not needed full time by the hospital.

NOTE: The hospital may terminate the services of any employee during the trainee/apprentice, probationary period for any justifiable cause. Only regular employees who have accumulated at least one (1) year of satisfactory service in the hospital shall be entitled to the rights and privileges prescribed in this manual. The term at least one (1) year of satisfactory service shall mean satisfactory service within twelve (12) months whether continuous or broken reckoned from the date the employee started working.

TRAINING Training is a word used to encompass a wide scope of activities ranging from classroom work to employees handbooks. It is especially important in hospitals in order to keep skilled personnel up-to-date and to make untrained personnel eligible to assume the none-professional tasks, this freeing relatively scare professional for more planning and highly skilled procedures. 1. 2. The hospital shall maintain an organized on-the-job training program to train employees for their specific jobs. To acquaint the new employee with the aims, policies and traditions of the hospital, to assist him to relate his position to others in the organization, and to acquaint him with the general physical plant, there shall be a definite prescribed orientation program for all employees. This shall be conducted in accordance with a prescribed plan as outlined in the Personnel Office. All on-the-job training and all orientation training will be done on the hospital time, or equivalent time off will be given within one week after the employee has taken the course.

3.

MERIT RATING (Employee Rating) A. There shall be a regular review, according to an established procedure, of each employee to determine his/.her efficiency on his/her present job and his general qualifications for promotion. These ratings will be considered when determining promotions, transfers, and salary increases. An employee will be rated by his/her immediate supervisor. The Personnel Manager will discuss such rating with the employee and his reactions recorded. Salary increases and/or promotions shall not be automatic but will depend largely on these evaluations.

B. C.

D.

HOURS OF WORK 1. No employee will be required to work regularly more than eight hours per day except in emergency situations. 2. No employee will be required to work regularly more than forty-eight (48) hours in any one-week except in emergency situations. 3. Department Heads are required to work only five (5) days in one week except in emergency situations. 4. A schedule of hours for all positions will be developed by the Department Heads and approved by the Administrator on the recommendation of the director of the personnel; those shall be consistent for like positions. 5. Each employee is entitled to at least twenty-four consecutive hours off in each of the seven-calendar days.

6. Each employee shall be entitled to straight shift of hours of work, except in emergencies. 7. Because of the nature of hospital work in many positions, twenty-four hour service is required in each day, necessitating rotating shifts; however, every effort will be made to make scheduled hours as pleasant as possible, conducive to efficient operation. 8. All employees of like position classification in a given department must share in the rotation of shifts. 9. No employee shall be required to work more than four (4) hours of continuous labor and such period is broken by a meal or rest period. 10. Each employee is entitled to ten-minute rest periods, one during middle of the first half and one during the middle of the second half, both at a time, which will not interfere with the efficient operation of the hospital. 11. On Call Time shall not be considered an overtime unless the employee is actually called for duty. 12. The scheduled starting and finishing times mean the time that work starts and that work finishes. All employees shall change uniforms on their own time and not on hospital time. SICK LEAVE 1. All regular employees, after one years satisfactory service, will be entitled to fifteen workdays of sick leave during any onehospital fiscal year. 2. Sick leave benefits shall be non-commutative from year to year. On termination of service the employee loses all claim to the accumulated sick leave unless employment ifs terminated during a period of illness. If death occurs, the employees estate shall be paid the amount of the accumulated sick leave. 3. Sick leave with pay in excess of fifteen work days but not exceed thirty days must be granted as a special consideration to individuals on the bases of unusual length of service by the administrator on the recommendation of the Department Head and Director of the Personnel. 4. Sick leave may be paid during the time the individual is hospitalized, under infirmary care or at home. 5. No sick leave may be paid for without the authorization of the Personnel Health Physician in accordance with the established procedure. 6. In general, time off due to sickness over and above the individuals sick leave allowance shall not be taken as vacation time. Exceptions maybe made with the approval of the Administrator on the recommendation of the Personnel Health Physician, Department Head and Director of the Personnel.

7. In case of re-employment, no credit on sick leave allowance will be given to prior service.

VACATIONS 1. Annual vacations of fifteen (15) days shall be granted to regular employees as a result of service rendered. 2. Vacation time shall not be commutative from year to year.

3. A former employee re-entering the service of the hospital shall assume the same status as a new employee as regarding annual vacation time. 4. Time spent on leave of absence without pay shall not count toward vacation time. 5. Choices of annual vacation periods of individual employees may be honored by the respective Department heads and on the basis of seniority in the department, provided the time allowed is not detrimental to the operation of the department. 6. Annual vacation should normally be granted in one consecutive period except in some exceptional cases. 7. An employee may be granted additional time off without pay, to be take in conjunction with annual vacation on the recommendation of the Department Head and approval of the Director of the Personnel. 8. If payday falls during the annual vacation of an employee, the employee shall be entitled to receive at the beginning at his vacation the compensation due on the regular pays day. 9. An employee shall not be allowed to work and be paid double his usual wage during his vacation period. 10. Only regular hospital employees who have rendered a minimum of one (1) year satisfactory service shall be entitled to annual vacations of fifteen (15) dates. PROMOTIONS AND TRANSFERS 1. Present employees will be considered for promotional positions before consideration is given to outside applicants. However, employment in any position must be based on individual ability, efficiency and conduct for a particular position. 2. The merit rating of the individual employee shall be the determining factor in the promotions; seniority may then be taken into consideration. 3. Employees may be transferred from one position to another. Such transfers are not being in the nature of promotion; this includes change of occupation or environment.

4. The respective Department Heads shall arrange promotions within departments. Promotions, which involve more that one department shall be the joint responsibility of the respective Department Heads and Personnel Head. 5. Application for transfer will be considered on the basis of the employees qualification, reason for requests and requirements of the various departments. Such request may be made to the Department Head with the approval of Personnel Head. 6. If an employee is temporarily transferred to a position of higher pay, the regular salary of the individual shall be in effect for the first work month, the salary shall be the minimum rate for the new position. SALARIES AND WAGES A. Manner of Payment As a general rule, salaries or wages of employees shall be paid on the 15th and end of the month unless payment cannot be made with such regularity due to circumstances beyond the hospitals control. In case the 15th or end of the month is a holiday, and/or a Saturday or a Sunday, salaries shall be paid on the day before of Friday as the case maybe. Payment shall be paid direct to the employee entitled thereto unless the hospital is authorized in writing by the employee to pay his salary to a member of his family. B. Thirteenth (13th) Month Pay.

We also pay our regular employees, who have accumulated one (1) service year, a thirteenth (13th) month pay or its equivalent. The term thirteenth (13th) month pay shall mean 1/12 of the basic salary of the employee within a calendar year. The term or its equivalent shall include Christmas bonus, mid-year bonus and other cash bonuses amounting to not less than the basic salary otherwise the employer shall pay the difference. C. Right to Weekly Rest Day 1. The hospital shall provide all employees a rest period of not less than twenty-four (24) consecutive hours after every six (6) consecutive normal workdays. 2. The hospital shall schedule the weekly rest day of its employees, subject to such rules and regulations as the Secretary of Labor may provide. D. Overtime Work

Employees are to be paid for overtime work an additional compensation equivalent to his/her regular wage plus at least twenty-five (25%) per cent thereof. Work performed beyond eight (8) hours on a holiday or rest day shall be paid an additional compensation equivalent to the rate for the first eight hours plus at least thirty (30%) percent thereof.

The Department Head must report ahead of time to the Director of the Personnel of any overtime work to be done in their respective departments by filling up an overtime form. In cases of emergencies, the Department Head is still required to submit an overtime form right after the said overtime or the soonest possible time. The Office of the Personnel Department will provide the slips for the employees. E. Compensation for Rest Day and Holiday Work. 1. When an employee is made or permitted to work on his/her scheduled rest day. He/she shall be paid an additional compensation of at least thirty (30%) percent of the regular wage. An employee shall also be entitled to such additional compensation for work performed on holidays. 2. In a special holiday, if a holiday work falls on the employees scheduled rest day, he/she shall be entitled to at least fifty (50%) percent of his/her regular wage. F. Right to Holiday Pay 1. Every employee shall be paid his/her regular daily wage during regular holidays. 2. Successive regular holidays, like Holy Thursday and Good Friday, an employee may not be paid for both holidays if he/sje absent himself from work on the day immediately preceding the first holiday. In which case, he/she is entitled his/her holiday pay on the second holiday. 3. As used in this manual Holiday includes the New Years Day, ninth (9th) day of April (Araw Ng Kagitingan, First (1st) day of May (Labor Day), twelfth (12 th) day of June, fourth (4th) day of July, thirtieth (30th) day of November (National Heroes Day), twenty-fifth (25th) day (Christmas Day) and thirtieth (30th) day Rizal Day) of December. The day designated by law for holding a general election, or national referendum or plebiscite is also considered a holiday. FRINGE BENEFITS (Leave of Absence) Every regular employee who has rendered at least one (1) year of satisfactory service shall be entitled yearly with pay to: 1. 2. 3. 4. Fifteen (15) days sick leave (based on SSS procedure) Fifteen (15) days vacation leave Maternity Leave (based on SSS procedure) Paternity Leave (based on SSS procedure)

The term at least one year of service shall mean service within twelve (12) months whether continuous or broken reckoned from the date the employee started working. 1. Sick Leave This shall be granted only in case of actual sickness of an employee. For an employee to be entitled to sick leave with pay, the

employees shall present a medical certificate by a licensed physician. In case the employee on the strength of the physicians medical certificate will be absent from work due to illness, accident o r for any medical reason for more than thirty (30) consecutive days, the employer shall have the right to terminate his employment. Unused sick leave is note commutable and shall be forfeited if the services of the employees are terminated. Whenever a sick employee has already utilized all his sick leave benefit and still needs additional period of recuperation he/she may avail of the unused vacation leave for the purpose. Employees who go on sick leave for more that two (2) days shall present a medical certificate when he/she report for duty otherwise will be treated as a vacation leave. Note: Payment of sick leave is based on SSS procedure. 2. Vacation Leave.

Except in cases of meritorious emergency, application for vacation leave must be filed at least fifteen (15) days before the intended date of vacation. Any employees on vacation leave maybe recalled as the exigencies of the service demand. Failure of the employee to report for work when so recalled or upon expiration of his/her leave shall be considered as abandonment of work and maybe cause for termination of employment. 3. Maternity Leave

The employer shall grant to regular employees maternity leave a minimum of thirty (30) days and a maximum of ninety (90) days, with full pay based on regular or average daily wage. When so requested by the employee, extension of her maternity leave beyond the maximum allowed shall be paid by the employer to her unused vacation and/or sick leave credits, if any, or allowed without pay in the absence of such leave credits, where the extended leave is due to illness medically certified to arise out of her pregnancy, delivery, complete abortion or miscarriage which renders her unfit for work. Application for maternity leave must be filed at least fifteen (15) days before the intended leave. Failure to return to work upon expiration of leave without notice or arrangement shall be considered abandonment of office or maybe a cause for termination of employment. Note: Payment of maternity leave is based on SSS procedure. OTHER FRINGE BENEFITS 1. Birthday Leave: After one (1) year (305 working days), you are entitled to a day off on your birthday with full pay as a present. This means that you may not work on your birthday as long as you notify the management fifteen (15) days before your birthday so that necessary arrangements could be made.

The granting of this privilege is, however, governed by the following conditions. If your birthday falls on a special holiday or your scheduled dayoff, you are just out of luck, and this birthday leave is not applicable. This, of course, does not happen every year. If your birthday falls on a permanent legal holiday of fixed date, you can choose either the day before or the day after for your birthday leave. 2. Social Security System

You are protected from hazards of sickness, old age and death by the Social Security System. Pensions on these occasions, as well as other benefits are provided for by the Social Security System Act. As this concerns you directly, it is advisable for you to study and familiarize yourself with Social Security System Act. 3. Employees Compensation Act You are entitled to the benefits under the provisions of the Employees Compensation Act if you suffer a personal accident arising out of and in the course of your employment. Nevertheless, compensation shall not be allowed for injuries caused: 4. By your voluntary intent to inflict such injury upon yourself. By drunkenness on the part of the worker who had the accident. By gross negligence of the same. Medical and Hospitalization Benefits. The hospital agrees to provide to is employees medical and hospitalization benefits provided by law, including free medical consultations to the immediate member of the employees family, Immediate members of the employees family as used in the section is defined as follows: Single Single without parents Married Casual or Probationary parents only limited to two (2) assignees among Family members (brothers, sisters, Etc.) spouse and children self

All routine laboratory, X-ray and other specific health services provided by the various departments of the hospital shall be provided for employees based on the following discounting procedures: Room and Board (Ward, 307,309,302,301) Rm.303, 304, 305, 306, 308) B. Drugs C. D. E. F. G. H. Laboratory ECG/X-Ray/Ultrasound Physical Therapy Ambulance Operating Room Delivery Room Purely Medicare 50% Less Medicare 10% (Credit for 2 Mos. Payable 15% cash 40% 40% 50% 50% 50% 50%

I. J. K. L. M. N.

Supplies Equipment Nursery ROD Miscellaneous (IV insertion, IM, IV, Adm. Fee) Prof. Fees

40% 40% 50% No Charge No Charge No Charge (Regular Members Of the Medical Staff of the Corporation)

These benefits apply to admitted and OPD services and may be availed of on account. Each regular employee is entitled to a credit limit of P5,000.00 per annum worth of hospitalization and medicines and must be paid through mandatory salary deduction plus 20% deduction from sick leave benefit (whenever availed) or lump sum payment in case\h. If account exceeds credit limit, the employee forfeits right to avail of the services and medicine purchases on credit until he/she has cleared his/her outstanding balance. In such case, the employee is still entitled to the discounts on cash basis. RULES TO REMEMBER 1. Working Hours Regular business office hours are as follows: 8:00 a.m. to 12:00 noon (12:00 p.m. Noon Break) 1:00 p.m. 5:00 p.m. In other departments the schedule of shifts is defined in their respective departments. Since we have to render continuous service you are urged to time and schedule your breaks in such a way that no section is left unmanaged at any time. Unnecessary chit chat is to be avoided as this may interfere in the smooth flow of work. 2. Identification Tags Always wear your identification tags in such a manner that everyone may see it whenever you are inside the hospital premises. You will not be allowed to work if you do not wear your tag or when it is not visibly tucked or when you take it off while working. You should never lend your tag to others and should report at once to the Personnel Department incase of loss or misplacement. The identification tags serve several useful purposes. They will not only identify you, and tell what department you belong, but also, in some cases, they indicate that you have been especially granted special duties and privileges. 3. Daily Time Records The hospital shall keep an individual time record of all its employees bearing the signature of the employee concerned indicating time arrival and departure from work. It shall be unlawful for any employee to make any false entry in his/her daily time record. Blank dates in the daily Time records shall be considered as absences and will be corresponding deducted from the employees salary. All filled up daily time record forms shall be kept on file in chronological order and open to inspection by the Department of Labor.

4.

Absences/Tardiness When an employee is late for at least one hour, her or she shall be automatically considered absent for a half day. This cannot be offset by coming earlier than the time required the other days. Excessive absences, tardiness and abandonment are grounds for dismissal.

5.

Personal Matters Personal affairs of the employees should be conducted outside the hospital and never during office/duty hours. Personal telephone calls are also discouraged, except in case of genuine emergencies and in this case, please make your calls as briefly as possible. Private visitors should not be encouraged to me and visit at the hospital during office/duty hours. Employees are also discouraged from having their personal mail addressed to hospital except for those living in hospital quarters or dormitories.

6.

Uniforms All employees who are required to wear uniforms must wear the prescribed uniform during office/duty hours. Employees who fail to follow this rule and any recurring and/or willful violation will be treated as insubordination.

7.

Discipline and Care in the Use of Hospital Property. The rule of silence should be observed during working hours; unnecessary noise is to be avoided. The employees should see to it that the equipment, supplies, and apparatus under their care are properly used, taken care of,. And kept clean all the time. Lights and other electrically powered equipment should be turned off when not in use. The hospital official forms, supplies and equipment are for the use of the hospital units official transactions only. Report breakage and out of order equipment and apparatus.

8.

Gratuities Demanding or receiving gratuities or any kind from patients or from firms with which the hospital has business transaction is strictly prohibited.

9.

Solicitations of Contributions/Selling a. The hospital will not initiate nor permit during working hours the solicitations of contributions among employees except those with the approval of the Administrator.

b. Employees shall not solicit funds for gifts to immediate superior. c. Tickets for raffles, entertainment or for other purposes shall not be offered for sale during hours of work without the approval of the Administrator. d. The hospital is not a market place. Selling of merchandise of any kind during office/duty hours is strictly prohibited. 10. Packages No packages can be taken from the building by any employee without the written approval of the Department Head or the Administrator. 11. Smoking Smoking of employees at the hospital is permitted only in certain designated areas. 12. Stolen Property The hospital shall furnish reasonable protection for employees property within the hospital grounds but cannot be responsible for its being lost or stolen. Employees will be financially liable for equipment, apparatus, supplies under their care for being lost or stolen. 13. Breakage Breakage beyond ordinary wear and tear will be charged to the person responsible. Willful damage to hospital property but any person, whether employed or otherwise, will be collected from the person responsible. Any department in the hospital having knowledge of breakage shall send a notice of breakage to the business office or to the Personnel Department immediately. GUIDING PRINCIPLES AND POLICIES ON ATTENDANCE & PUNCTUALITY, LEAVES, OVERTIME AND UNDERTIMES The guiding principles and policies is designed for the protection and safety of the employees and for the smooth operation of the company. Your willingness and cooperation is important to ensure a safe and harmonious work environment. The purpose of these policies is not to restrict but to establish order and discipline among employees. ATTENDANCE AND PUNCTUALITY All employees are expected to be at their respective work area in complete uniform, ready to work in accordance with the schedule established or set by the Department Head and to exert every effort to ensure that they report for work before scheduled time to allow for a smooth turnover of shift operations. The standard working hours is as follows: Office Personnel Shifting personnel 1. Tardiness 8:00 am to 12:00 nn 1:00 pm to 5:00 pm Schedules may be subject to change at the discretion of the department head.

a. A daily time record shall kept for the attendance. b. All employees ( excluding department heads and supervisors ) are given 15 minutes grace period before they are considered late. For department heads and supervisors who were given a flexible time schedule, should be on duty not less than 8 hours per day and 40 hours a week. c. Tardy in excess of 15 minutes is automatically deducted from the regular pay and it could not be offset with overtime. d. Tardiness is not chargeable to leave credits, neither could it be offset with overtime. e. All employees are required to punch in and out before and after lunch break whenever out of the office. f. The following computation shall apply: 16-30 minutes late = 31-45 minutes late = 46-60 minutes late = 61 minutes = absence 30 minutes deduction 45 minutes deduction 1 hour deduction half day unauthorized

All daily time records must bear the signature of the employee certifying the authenticity of the information on the record. 2. Meal and Rest Periods For employees with regular schedule of 8-5 or non-shifting: 1. The company schedules and provides for an hour of meal and rest (unpaid) each day. Employees are required to observe the one-hour break on the designated time. 2. Shifting-lunch breaks or meal breaks are done during work schedules whenever you find freetime or when your immediate superior allows it. LEAVES AND ABSENCES A leave application form should be properly accomplished by the employee and approved by the immediate superior and the HRD Manager whether applied to the leave credits or not and filed five (5) days prior to the start of the leave. OFFENSES AGAINST ATTENDANCE AND PUNCTUALITY 1. Abandonment of work. This is defined as the failure to report for work without notice or authorization from superiors for an unreasonable number of days despite notice to work within a specified time. 2. Taking break periods prior to the official schedule or longer than allowable. 3. Habitual tardiness or reporting late for work in excess of the allowable instances. Penalties: 1st Offense 2nd Offense = = Verbal Warning Written Warning

3rd Offense = 4th Offense = Compensation OVERTIME AND UNDERTIME

1 week Suspension Possible Termination

W/out

Overtime or working in excess of the scheduled work hour must be supported by an OVERTIME FORM from the immediate superior and approved by the Department or Personnel Manager. Filing of request must be done two hours before rendering the overtime. Official Business Trip to Manila-Only official business trip to Manila will be authorized for the allowance and NO OVERTIME shall be paid in excess of the regular working hours. Undertime must also be filed before leaving the work place and duly authorized by the immediate superior. In some cases like emergency situation, undertime must be filed upon reporting to the regular duty. All undertime are deducted from the regular pay and can not be offset with overtime and leave of credits. RULES FOR DISCIPLINARY ACTION In order to give rules and policies a certain degree of stability and force, we shall impose disciplinary measures in the enforcement of the same. Offenses that call for disciplinary action are classified into: 1. Grave Offense the offender is subject to termination of employment without Benefits. This is in accordance with the provisions of R.A. 1052, as amended by R.A. 1767. 2. Serious Offense the offender will be suspended without pay for a period of not less than one (1) week. 3. Ordinary Offense the offender will be penalized as follows: a.First Offense written reprimand b.Second Offense suspension for at least three (3) and not more than seven (7) working days without pay. c.Third Offense suspension for at least one (1) week without par or may be considered as serious offense. ACTS CONSIDERED AS GRAVE OFFENSES Unethical Acts 1. Discourtesy/rudeness in dealing with patients and visitors. 2. Exacting/receiving, directly or indirectly, any fee, gratuity or gift in exchange for services rendered to patients. 3. Stealing hospital property or associates belongings. 4. Molesting women by words or deeds and making immoral advances on them. 5. Unauthorized possession of deadly weapons in the hospitals premises.

6. Gambling or engaging in games of chance within the hospitals premises. 7. Reporting for work under the influence of liquorwhether causing disturbance or not. 8. Sleeping during working hours. (depends on time and area of work) 9. Intentional destruction of hospital property and malicious mischief which causes harm or injury to coemployees or clients of the hospital. 10. Fighting within the hospitals premises or encouraging fighting or disorder. 11. Putting time in/out for other employees in their Daily Time Record. 12. Conviction for any crime involving moral turpitude. 13. Non-payment of just obligations. 14. Other acts or causes similar to above.

Deliberate disobedience which may consist of the following: 1. Willful and unjustified refusal of employee to perform work duly assigned or to follow reasonable and lawful orders of superior. 2. Intentionally restricting others from doing their job. 3. Disregard for the safety rules and regulations of the hospital. 4. Acts similar to above. FRAUD or Willful Breach of Trust, to wit: 1. 2. 3. 4. 5. 6. 7. 8. Malversation of hospital funds. Falsification of hospital documents, records or papers. Divulging confidential information. Misrepresenting ones self in identify or position. Connivance to defraud the hospital. Engaging in unofficial transaction. Unexplained loss of hospital property entrusted to him/her. Acts similar to above.

Habitual Neglect of Duties and Responsibilities, to wit: 1. Inefficiency in the performance of assigned task. 2. Willful neglect which may result in prejudice to the clients of the hospital. 3. Wasteful use of hospital properly. 4. Acts similar to above. ACTS CONSIDERED AS SERIOUS OFFENSES 1. Discourtesy or rudeness in dealing with coemployees. 2. Failure to submit required reports on time. 3. Playing, loitering or loafing during office hours or official trips. 4. Incurring three (3) authorized absences. 5. Excessive tardiness. 6. Exhibiting pornographic or other offensive materials. 7. Spreading and indulging in idle gossips about officers or employees and clients of the hospital. 8. Acts similar to above.

ACTS CONSIDERED AS ORDINARY OFFENSES 1. Reporting for work without proper uniform 2. Failure to accomplish daily time record. 3. Abuse in the use of hospital telephone. 4. Peddling merchandise or other wares inside the hospital premises. 5. Entertaining personal visitors during working hours abusively. 6. Habitual tardiness suspension for three (3) to six (6) working days without pay. a. b. c. First Offense written warning or reprimand Second Offense suspension for three (3)to six (6) working days without pay. Third Offense suspension for at least one (1) week without pay or to be considered as serious offense.

CONCLUSION If, as was stated in the introduction, HOSPITALS ARE PEOPLE, surely we must also conclude that the kind of hospital we have depends on the kind of people we have. There is no more fruitful area for progress in the hospital administration today than in the area involving the persons who staff our hospital.

RAMOS GENERAL HOSPITAL HISTORY The Ramos General Hospital was founded by Dra. Cristeta RamosTabamo in 1940. It is a tertiary hospital located in the province of Tarlac, about 120 kilometers north of Manila. Its mission is to provide the best medical services within Tarlac and its neighboring provinces. The hospital started out as a clinic to respond to the various health needs of the people in the community. After the graduation of Dra. Cristeta RamosTabamo from the University of Sto. Tomas, College of Medicine in 1938 and a year of residency training at the Tarlac Provincial Hospital, she put up the Ramos Maternity Clinic in her place of residence. Together with her sister, Marcela Ramos, who was then a nurse in Tarlac Provincial Hospital, they served the patients in the clinic. Its original intention was to be a consultation clinic but because of personal service and heart for the people, they could not refuse the patients who requested to stay for further treatment. Soon after, because of demand, the clinic became a primary hospital. Needless to say, it became well known in the different municipalities of Tarlac serving the people from all sectors of the society. In 1945, right after the war, Dr. Alfonso Ramos, a relative and noted surgeon, encouraged to put up an operating room facility for the hospital. New hospital equipments were also acquired. It became a secondary hospital with 20bed capacity. Additional facilities were placed to cater to the veteran patients, who at that time, during the post war period were privileged of free hospitalization through the US government aid. Soon, a young and progressive surgeon Dr. Roman L. Belmonte, Jr. fresh from his training from the American College of Surgeon in the United States, married the daughter of Dra. Cristeta Tabamo. With his leadership and administration, the hospital continued to grow. They continued to acquire new and modern equipment, installed new systems, and became a four-storey building with 50-bed capacity. It was inaugurated on October 27, 1972 as the Ramos General Hospital. In order to provide the best medical services to more people in the community, the Ramos-Tabamo family entered into a corporation with Dr. Juan Talon and family, who at that time owned a clinic. The plan was to make Talons clinic a diagnostic center, thereby forming Tarlac Medical Specialist Center, Inc. in 1975. However, the plan did not work. Instead, the clinic became a hospital and competitor of Ramos General Hospital. After five years, the corporation was dissolved. During the early 1980s, the Ramos General Hospital faced a different kind of challenge. Many clinics and hospitals have emerged in the province, doctors have come and go. In order to continue the growth in medical services, the management felt the need to incorporate young breed of doctors in the hospital. Thus, in 1984, the CRT Medical and Technological Services, was incorporated. It is currently the managing corporation and operator of Ramos General Hospital. The owners of the hospital are now composed of doctors and businessmen. Today, the hospital has the support of a group of medical specialists in all fields. Some have become incorporators and Board of Directors, most of them

are active medical staff who provides maximum health care services to the patients.

Ramos General Hospital has gone a long way. At present, it has complete facilities for Medicine, Surgery, Obstetrics, Gynecology, Pediatrics, Pathology and Laboratory Diagnostic Services, Radiology, Ct-Scan, Mammography, Ultrasonography, GI Endoscopy, Pulmonary and Urological Endoscopy. A. VISION, MISSION, CORE VALUES The following are the Vision, Mission, and Core Values of Ramos General Hospital: B.1 VISION STATEMENT

We envision ourselves as a premier medical center with a proficient and compassionate staff rendering total quality health care services to the full satisfaction and benefit of our Stakeholders

B.2

MISSION STATEMENT

It is our mission to promote and sustain life by providing the best quality health care services to our patients and the community, uplift the living standards of its workforce and shareholders through economically sustainable operational practices.

B.3

CORE VALUES Honesty and Integrity Excellence and Efficiency Accountability and Responsibility Love of God and Humanity Team work, Commitment, and Loyalty Holistic Approach to C