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Section 7 employee handbook adhere to the correct procedure for access and return of scrub suits. All Employees are expected to dress neatly and appropriately, consistent with local policies and maintain public confidence in the services we provide. Personal Mail: Personal mail should be directed to your home and the Hospital’s mailing system should not be used in any circumstances for personal mail. All mail directed to the Hospital can be opened by an appropriate Employee. Printing/Photocopying Facilities: Printing and photocopying facilities are for official use only. Workplace Collections: Unauthorised gambling, betting, collections, money lending and distribution of literature or goods are strictly prohibited. Improper Use of Property: All Employees are expected to do their best to prevent the waste of resources or improper use of Hospital property. If you detect any abuse of this nature you should report the circumstances to your Line Manager. Political Opinion: The Hospital does not discriminate against Employees on the basis of political beliefs or opinions. However, political opinion should not compromise the Employee’s obligations to the Hospital nor should it be expressed / disseminated in the workplace. Declaration of Interest: Employees are duty bound to disclose any interest, financial or otherwise, which is likely to influence the exercise of that individual’s independent judgement. 54 back to contents
st. vincent’s university hospital Grievance & Disciplinary Procedures Purpose of the Grievance Procedure: The Hospital is committed to promoting and maintaining positive Employee relations and fostering the commitment and morale of staff. The purpose of the Grievance Procedure is to enable Employees to raise any complaints concerning work-related matters, so that the issue may be addressed promptly and as close as possible to the point of origin without disruption to patient care. A grievance can be defined as a complaint, which an Employee has concerning his or her terms and conditions of employment, working environment or working relationships. This procedure covers individual and collective complaints. Most routine complaints are capable of being resolved on an informal basis without recourse to the formal grievance procedure. The Employee may in the first instance raise the complaint informally with his or her immediate supervisor/manager or if the complaint relates to their Line Manager they may discuss the matter with another manager. If the matter cannot be resolved through informal discussions, the Employee may raise a formal complaint under the Grievance Procedure. 55 back to contents
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