Rawal Institute of Health Sciences - RIHS RAWAL INSTITUTE OF HEALTH SCIENCES

RIHS Policies


1. Code of Conduct

RIHS expects its employees to always maintain high standards of discipline, conduct and work ethics. Positive conduct invariably contributes to a conducive and friendly environment for all. Including respect for all, honest, unbiased and unprejudiced work environment.
This involves all employees

  • Observing all Policies, Rules and Regulations of the organization.
  • Treating ALL colleagues “seniors as well as juniors” with respect and courtesy.
  • Dealing with students and patients in a professional manner at all times.
  • Protecting patients’ and organizational information.
  • Performing duties with integrity and empathy.

DRESS CODE

Due care must be taken to ensure that individual’s dress should be clean, tidy and professional. Donning of Uniform/Dress of an appropriate standard is a pre-condition of employment.

  • All employees are to maintain good personal hygiene.
  • Whilst at work, must wear employee cards.

2. LEAVE POLICY

The following types of leaves are available to employees;

  1. Earned Leave
  2. Casual Leave
  3. Sick Leave
  4. Educational Leave
  5. Leave Without Pay
  6. Maternity Leave
  7. Compensatory Time
  8. Short Leave

* The details regarding leave entitlement is available in RIHS Terms & Conditions of employment.

3. EQUAL EMPLOYMENT OPPORTUNITY (EEO)

The RIHS firmly believe and follow the rule that everyone, regardless of their race, gender or disabilities, have equal employment opportunity. This policy applies to all staff including workers and contractors and covers all work-related functions and activities including internal & external training courses sponsored by RIHS. It also applies on all recruitment, selection and promotion decisions.

4. Training Policy

RIHS invest in their people and pupils’ learning and development plan to enhance their skills, knowledge, and competencies. We have ongoing Development Programs, to deliver regular on job occupational trainings. Where needed we arrange external training as well. The curriculums are developed and presented by Occupational Trainers, Carrier Advisers and Student Counselors. The courses are offered as the framework of characteristics and competencies, designed to guide and support the staff to handle and manage patients, customers, visitors and emergencies in the most effective & efficient manner. These programs also address the growth of RIHS’ staff, faculty and students, in terms of Managing Self and Others, Carrier Advice and Counseling.
This helps developing work knowledge, abilities, behavior, business ethics, professional qualities and evolution among all.

5. Bullying and Harassment Policy

The RIHS are determined to developing an environment that is free from any kind of bullying or harassment. We have zero tolerance for such acts and take strict action against the offenders.
DISCRIMINATION: Direct discrimination occurs when someone is treated unfavorably because of a personal characteristic. Indirect Discrimination occurs when a rule seems neutral, but has a discriminatory impact on certain people.
SEXUAL HARASSMENT:Includes unwanted conduct of a sexual nature in the circumstances, in which it could make a person feel offended, humiliated or intimidated.
BULLYING: Bullying may include behavior that is directed toward an employee, or a group of employees, e.g. physical and/or verbal abuse, excluding or isolating individuals; or giving unrealistic tasks or deadlines.
Employees must report any behavior that constitutes sexual harassment, bullying or discrimination to their section head or the First Response Officer (FRO) of the relevant committee. Employees will not be victimized or treated unfairly for raising an issue or making a complaint.

Procedure to lodge a complaint:

If you believe that you are being, or have been discriminated, sexually harassed or bullied, you should follow the procedure given below:

  1. Tell the offender, that the behavior is offensive, unwelcomed, and against RIHS policy and should stop (only if you feel comfortable enough to approach them directly, otherwise speak to your section head). Keep a written record of the incident(s).
  2. If the unwanted behavior continues, contact your supervisor or Section Head, or the First Response Officer for support.
  3. If the behavior of offender persists, contact the First Response Officer (FRO) of the relevant committee.

Employees should feel confident that any complaint they lodged will be treated confidentially.

* The standard procedure are available with Senior Manager Communications RIHS.

Possible outcomes:

If after the investigation, management finds out that the complaint is justified, management will discuss the appropriate outcomes with the complainant, which may include:

  • disciplinary action to be taken against the perpetrator (counselling, warning or dismissal)
  • staff training
  • additional training for the perpetrator or all staff, as appropriate
  • counselling for the complainant
  • an apology (the particulars of such an apology to be agreed between all involved)

6. GRIEVANCES POLICY

RIHS supports the right of every employee to lodge a grievance with their manager if they believe a decision, behavior or action towards them is unfair. We aim to resolve problems and grievances then and there. Where necessary, RIHS will escalate a grievance to the next level of authority for the resolution.
Managers/ Section Heads will do their utmost to action grievances objectively, discreetly and promptly. Be aware that grievances that are misconceived, vexatious, and lacking substance may result in disciplinary action being taken against the employee lodging the grievance.

7. SMOKING POLICY

RIHS observes a strict No-Smoking policy. Accordingly, Smoking is NOT permitted within the premises of RIHS. Given that Smoking is detrimental to human health and environment and therefore measures to curb its spread will be enforced.

8. ALCOHOL & DRUGS POLICY

We say A BIG NO to the Drug Abuse, as it can impair short-term or long-term work performance and is occupational health and safety hazard. It is most pertinent to highlight that RIHS have a zero tolerance for the use of illicit drugs. Furthermore, working under the influence of liquor / intoxicants is considered a serious offence. The offenders will be liable to appropriate punitive action or dismissal.