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CHILDREN’S HOSPITAL & MEDICAL CENTER CORPORATE COMPLIANCE PLAN - page 8 / 15

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CHILDRENS HOSPITAL & MEDICAL CENTER CODE OF CONDUCT

It is the policy of Children’s Hospital & Medical Center (the “Hospital”) that its business and affairs be conducted at all times in accordance with ethical business practices and applicable laws and regulations. This Code of Conduct provides standards of conduct for “Hospital Staff”, defined as the Board of Directors, employees, members of the Medical Staff; allied health professionals, students, residents, volunteers and agents.

The Code of Conduct presents Hospital Staff behavioral expectations and the basic legal principles under which Hospital Staff must operate. This Code of Conduct is neither exclusive nor complete. All Hospital Staff members are responsible for ensuring that their behavior and activity is consistent with this Code of Conduct and applicable laws and regulations.

BEHAVIORAL EXPECTATIONS

Excellence in Service to Children, Families and Other Customers

The Hospital is committed excellence by anticipating appropriately.

to the delivery of excellent service.

Hospital Staff will assure service

customer

needs,

understanding

customer

expectations

and

responding

Respect for Human Dignity

The Hospital is devoted to the principle of treating others at all times as they wish to be treated. Hospital Staff will treat others with fairness and courtesy showing sensitivity to the emotional and psychological needs of patients, families, visitors and other Hospital Staff.

Hospital Staff will at all times demonstrate decision-making that does not discriminate against others due to race, creed, color, age, national origin, religion, disability, sex or any other class protected by law. No form of harassment or discrimination by Hospital Staff will be permitted. Harassment is defined as unwelcome or unsolicited verbal, non-verbal, printed or physical conduct that interferes with the duties of a Hospital Staff member or which creates an intimidating, hostile or offensive work environment.

  • Q.

    Due to his family situation, the language and inappropriate humor our supervisor uses offends one of my coworkers. What should I do?

    • A.

      Advise your coworker to tell the supervisor that he finds his language and humor to be insensitive and offensive. If the coworker is not satisfied with the response or is uncomfortable discussing his concern with the supervisor, he should follow the compliance concern reporting steps.

  • Q.

    I believe I was not selected for a promotion because of my national origin (or age, gender, color, disability status, etc.). What should I do?

  • A.

    Discuss your concerns with the hiring manager and ask her to identify those areas where she believes you did not meet the qualifications or where she felt the individual hired was more

CORPORATE COMPLIANCE PLAN 5/6/10

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