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Policy against harassment

Work environment of our hospital requires a climate and ambience where staff feels confident, reassuring and safe. The most productive and satisfying work environment is considered to be a place where work is accomplished in a spirit of mutual trust, respect and dignity.

Harassment is a form of discrimination that is offensive, impairs morale and undermines the integrity of employment relationship and cause serious harm to the productivity, efficiency and stability of the organization.

Verbal abuse is the most common form of Harassments; hurling hurtful words at another, criticizing, insulting, degrading, harsh scolding, name-calling & using cruel or foul language are considered as Harassment. Harassment based on sex, religion, disability or race is also considered as serious offences.

Sexual harassment is another type of harassment that includes unwelcome sexual advances, unwelcome physical contact of a sexual nature or unwelcome verbal or physical conduct of a sexual nature.

Offenders may be subjected to criminal prosecution and their employment may be terminated.  Sexual harassment is considered as an act detrimental to the employer and therefore offenders are liable to be terminated without notice.

Hence, Employer will not tolerate any form of harassment to a staff, patient or visitor to the hospital and advice and encourage all staff members to report incidents of harassment promptly to the supervisor or any member of the management or their superiors.

This organization views harassment and retaliation to be among the most serious breaches of work discipline. Consequently, appropriate disciplinary or corrective action, ranging from serving, suspension and to termination, can be executed. HOD’s and supervisors shall take all steps necessary to set and cultivate positive measures to prevent and curb harassment and discrimination in the work environment.

February 6, 2012


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