Employees' Orientation

Transcript

1. SAN CARLOS DOCTORS HOSPITAL
2. TOPIC OUTLINE: 1. Introduction 2. The Administration 3. History 4. Hospital Policies 5. Progressive Disciplinary Program 6. Performance Appraisal 7. Employment Contract
3. • The Administration • About San Carlos Doctor’s Hospital, Inc. • About Cebu Doc Group of Hospital • Welcome the Newly Hired Personnel
4.  DR. WILMER YAP Medical Director  NEBRON CARBAJOSA Hospital Administrator  EDEN PALABRICA Chief Nurse NS Department  DAISY STO. DOMINGO Laboratory Department
5.  RONIQUE MOLDE Radiology Department  LEONITO BENDEJO Engineering Department  ROMMEL PASCUA Linen and Laundry Department  RONA MAE GABUYA DIETARY DEPARTMENT
6.  CHRISTIAN YOR HR Coordinator  ROSELDA APURADO Medical Records Department  BERNARDINO PATAYTAY Business Office Department  JEN LEOREZ NERI CHIEF PHARMACIST  ROY TIBON Housekeeping Supervisor
7.  Inaugurated on April 21, 2003. San Carlos Doctors’ Hospital, a secondary 50-bed Healthcare institution, is a private stock corporation established for the purpose of creating that medium where physicians and other related health and medical science practitioners can channel their competent skills and learning for the care of the sick, in particular, and for the preservation and improvement of health, in general. Throughout the years, SCDH aimed to improve quality of service and effectiveness to ensure health and well-being of our clients.
8. CebuDoc Hospitals and University Mactan Doctors’ Hospital Basak, Lapu-Lapu City Inaugurated on August 21, 1992 North General Hospital Talamban, Cebu City Inaugurated on April 21, 2002 San Carlos Doctors’ Hospital San Carlos City, Negros Occ. Inaugurated April 21, 2003 South General Hospital Tuyan, Naga, Cebu Inaugurated April 21, 2005 Cebu Doctors’ University Mandaue Boardwalk Campus Groundbreaking April 21, 2005
9. CebuDoc Hospitals Newest.... ORMOC DOCTORS’ HOSPITAL C. Aviles Cor. San Pablo St., Ormoc City, Leyte, Philippines 6541 Tel. #: 561-2492, 255-7522; Emergency #: 560-8207
11. San Carlos Doctor’s Hospital Address: National Highway, San Carlos City, Negros Occidental 6127 Telephone Number: (034) 729-4888 Fax Number: (034) 729-4050 Medical Director Dr. Wilmer L. Yap Category: Primary Bed Capacity 50 PRESIDENT: Dr. Potenciano SD. Larrazabal, III ADMINISTRATOR: Nebron S. Carbajosa
12.  San Carlos Doctors’ Hospital is committed to the service of man through quality care towards the attainment of the integral health needs of the total person, his body and soul, preserving his dignity as a human being.
13.  A modern medical center responsive to the total health needs of its clientele under the care of compassionate, competent and dedicated health care professionals concerned with holistic quality health care in the preventive, curative, restorative and rehabilitative processes for health and well being.
14.  Provide quality comprehensive health care services regardless of race, sex creed and status in life, sensitive to integral needs of the total person.  Promote excellence in the total formation, education, training of medical and paramedical professionals, staff and personnel and students enriched with Christian orientation.  Maintain the viability and sustainability of the organization.
15.  Encourage ethical research activities to enhance knowledge and improved technology, patient care and the general health of the community.  Uphold the primacy of life, support PRO-LIFE programs.  Establish and maintain linkages and networking with agencies in the community.
16. INTEGRITY EFFICIENCY AND EFFECTIVENESS QUALITY SERVICE TEAMWORK SOCIAL RESPONSIBILITY COMPASSION INNOVATION RESPECT
18. 1. Probationary (6 continuous months) Orientation Period  Nursing Personnel – 15 days orientation  Non-Nursing – 6 days orientation 2. Regular 3. Contractual/Part-time
19. PROBATIONARY EMPLOYMENT CONTRACT This is an employment contract signed by an employee, usually newly-hired who, for a given period of time, is being observed and evaluated to determine whether or not he is qualified for permanent employment. A probationary appointment affords the employer an opportunity to observe the skill, competence and attitude of a probationer. Probationary employment shall not exceed six (6) months from the date the employee started working. The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known by the employer to the employee at the time of his engagement. THE CONTRACT: This is to inform you that you are hereby accepted as a PROBATIONARY employee of the Hospital. Your job designation is ___________________________. The Hospital reserves the right to change your work assignment and to schedule your working hours as exigencies of work demand and/or as the need arises. Your probationary employment shall be for a period of SIX (6) months effective ____________________ and shall end on ____________________. In the absence of any written appointment as a regular employee, your employment with the hospital is deemed terminated as of the latter date.
20. As a probationary employee, it is understood and expressly agreed that your employment may be terminated at any time when you fail to qualify as a regular employee, or should you commit or omit to do an act constituting a just and valid cause for termination of employment. The Hospital reserves the right to terminate your services as a probationary employee at any time for just and valid causes including, but not limited to, the following: Inefficiency Malingering Tardiness Unauthorized absences Disobedience of lawful orders or instructions of superiors Working, acting or doing business against or in conflict with the interest of your employer or its officers and/or damage to their name, properties and/or its employees Violation of hospital’s policies, rules and regulations Causes stated in the Hospital’s Personnel Policies Handbook and other memoranda or orders as may be issued from time to time Fraud or willful breach of trust Immorality Non-compliance of the orders and/or provisions regarding continuing education, qualifications and licensing requirements set by the hospital, Professional Regulations Commission (PRC) and/or the Department of Health Such other analogous causes and as provided for by law or regulation
21.  As a probationary employee of the Hospital, you are expected to know and perform your duties, tasks and responsibilities, to follow rules and regulations and/or orders of Management with utmost dedication, competence & efficiency. Further, it is expressly agreed that your acceptance of this appointment as a probationary employee carries with it the following covenants:  You are not allowed to enroll in a any post-graduate or masteral classes, to take a leave of absence to take any examination or attend review classes  The Hospital will not issue any form of certification pertaining to your employment as a probationary employee of the hospital  Upon successful completion of your probationary employment, you will earn a regular employment status and you will receive the 50% of the orientation allowance (applicable only to the Nursing Services employees) or the 6-day orientation allowance (applicable to non-nursing services employees.
22. No resignation can be effected without prior written notice to the Hospital, 30 days before the date of your desired effectivity. For employees assigned in Special Areas (Nursing Services), a notice of 60 days is required. Should you fail to complete the six-month probationary period, you are bound by this agreement to repay the cost of your pre-employment physical examinations. Should the foregoing conditions, rules and regulations be acceptable to you, please affix your signature on the space (CONFORME) designated below. Truly yours, Corporate Director, HRD Noted by: Administrator President and Chairman of the Board Conforme: ________________________ _________ Signature over Printed Name / Date I also have read, understood and was explained to me fully the Personnel Policies Handbook. __________________________ Signature of the Employee
24. 1. PERFORMANCE LEVELS 5 – Outstanding (Perfect 5) 4 – Very Satisfactory (4-4.9) 3 – Satisfactory (3-3.9) 2 – Marginal (2-2.9) 1 – Unsatisfactory( Below 2)
25. 2. PERFORMANCE FACTORS a. Job Knowledge b. Productivity and Professional Output c. Quality of Work d. Interpersonal Relations e. Policy Compliance f. Leadership Ability g. Growth and Development h. Work Behavior and Values
29. Cost of Physical examination will be shouldered by the hospital. Failure of the recruit to complete the orientation period will forfeit the orientation allowance payment.
30. 1. Probationary Employees 1st - 3rd month 2nd - 5th month 2. Regular Employees Once a year (every birthday)
31. REGULAR EMPLOYEES  Five (5) days a week  Standard work hours 8 hours a day, 5 days a week (40 hours)  Break time schedule 1 hour meal break exclusive of 8 work hrs. e.g. 8:00am – 5:00pm 30 minute meal break inclusive of straight duty e.g. 7:00am – 3:00pm PROBATIONARY EMPLOYEES  Six (6) days a week
32. Log in and log out using our hospital’s Biometrics System, number of transactions includes: Arrival Time (log in) Meal break (log out) Meal break (log in) Departure Time (log out)  Same as for Overtime and On-call work.
33. B. Nursing Service  Female – white closed duty shoes with rubber soles only (no holes, ribbon or glitter designs), skin tone nylon stockings, NO ESPADRILLE, NO CROCS style shoes.  Male – white athletic shoes (without color trimming), white socks, NO ESPADRILLE. Note: Only those in scrub suits are allowed to wear white athletic shoes (without color trimming) with white socks. For DR, minor and major OR staff, black socks should be used.
34. 1. Wearing of step-ins, slip-on shoes, rubber and bedroom slippers, sandals and tong shoes are not allowed whether engaged in customer service or administrative tasks. 2. Employees are required to wear their ID at all times while on duty. 3. For those who are required to change into their uniforms in the hospital, please be in presentable attire in going to the hospital. Wearing of shorts, sleeveless and spaghetti straps or indecent getup (plunging neckline, bareback clothes), uncombed hair is not tolerated.
35. 4. Observe proper grooming. Male employees are strictly prohibited from wearing earrings while on duty. For female employees, please wear appropriate style of jewelry (stud earrings recommended). NO FASHIONABLE DANGLING EARRINGS. 5. If not in uniform, wear the proper business attire. 6. For Nursing staff:  Female – only white or skin tone brassieres should be used.  Male – only white plain undershirt is allowed. NO PRINTS, NO DESIGNS, NO COLOR COMBINATION.
36. The Management does not tolerate the use of cellular phones for personal reasons and engaging oneself in a social or personal talk while on duty. Cellphones are allowed only to be used by authorized personnel (e.g. staff who has company issued cellphones for official business use). Department/Section Heads are provided with cellphones for easy communication within and outside hospital premises.
37. An employee who decides to resign from the job should file a 30-day written notice prior to date of effectivity. (Article 285, Section a of the Labor code) The following benefits will be forfeited should there be violation to this provision. 1. Unused vacation leave. 2. Service Incentive Leave (SIL) 3. Longevity Pay The employee who is resigning will not be allowed to use his remaining vacation leave or to take a leave of absence (LOA) during the last week of his employment. The employee will not be given a Certificate of Employment if he/she would not render the 30-day notice.
38. A) 8-HOUR SHIFT  Regular employees given 2 days a week (non-cumulative)  Probationary employees 1 day a week (non-cumulative)
39. 1. Premium pay for work within 8 hours on a  Special/rest day: + 30% of basic daily rate (bdr)  Rest day falling on a special day: +50% bdr  Rest day falling on a regular holiday: +30% of 200% of bdr 2. Overtime pay for work in excess of 8 hours on  Ordinary days: + 25% of basic hourly rate  Special days, rest days and holidays: +30% of the regular hourly rate on said days
40. 1. Department operating for 24 hours 3 shifts * with night shift differential pay or +10% of the basic/regular rate for work 2. Department operating for 8 hours 8:00 AM – 5:00 PM
41. Paid twice a month (every 15th & 30th ) Payroll Section issue the pay slip upon presentation of employee ID All employees’ salary shall be made through ATM
42.  Certificate of employment is issued upon request (for a fee) to state only the position and length of stay on the job.  Employees who have resigned will be issued a COE upon request.  Any regular employee, regardless of the length of service, can be issued a COE upon request, for reasons as (VISA application, loan purposes, Pag-ibig / SSS benefits (updates and loans) and other purposes subject for approval.  NO COE will be issued to employees who are terminated for cause.  NO COE will be issued to resigning employees who doesn’t follow the 30-day notice.  Human Resources Department is the only authorized department to issue and release the COE with hospital seal.
43. No Clearance form will be released by HR Department unless the following copies/items are returned: A. PROBATIONARY EMPLOYEES/ORIENTEES  Probationary/Orientee I.D.  Progressive Discipline Program (PDP)  Rule of Conduct  Patient’s Bill of Rights  Other Orientation Handouts B. REGULAR EMPLOYEES  Regular I.D.  Personnel Handbook  Latest two (2) sets of Uniforms issued (if applicable – refer to CHRD 0015)
44. Original copy of employment contract and job description for both probationary and regular employee will only be given ONCE. An official Job Description (with letterhead) will be attached to the employee’s employment contract. In cases, employee will be given another task/job title during his/her employment, the immediate supervisor will be the one responsible to request to HR Department an official Job Description .
45. Only authorized personnel will be allowed to remove any office memorandum, posters, announcement posted to different bulletin boards. Failure to comply this policy will result to disciplinary action in violation with our hospital policy Major Offense B-20: Insubordination, disobedience or deliberate refusal to obey…..
46. Regular employee will be evaluated annually during their birth month. If an employee will fail his/her annual evaluation review or having a rating of 2.9 and below, the employee will undergo performance counseling and will be re-evaluated after 3 months. If the employee will again fail in his/her re-evaluation, the employee will be given 3 days suspension without pay as penalty and will be subjected to another 3 months final re- evaluation. If he/she will fail again on his final re-evaluation the employee then will be terminated from his/her employment with Cebu Doctors’ University Hospital.
47. All employees must sign the printed pay slips prepared by Payroll Section as proof that the employees were able to receive his/her monthly salaries. All pay slips will be distributed to all Departments and Sections heads and they must facilitate and ensure that all pay slips are signed by their staff. After signing, all pay slips MUST be returned back to Payroll Section within fifteen (15) calendar days after payday for filing. Failure to comply this policy will result to disciplinary actions in violation with our hospital policies for non-submission of pay slip to Payroll Section on time and “Major Offense B-25: Failure to comply with employment requirement (e.g. submission of physical examination prior to vacation leave, clearance slip after an absence and etc.)” for non-signing of pay slip by the concerned employee. All employees are also encouraged to keep and compile all their pay slips for their personal record.
48. B. Guidelines for Attendance Control: Based on the number of incidents in a twelve-month rolling period, an employee will be subject to disciplinary action under the following guidelines: 1. Incidences of undertime will be treated same as with incidences of tardiness, that is: Combined incidences of tardiness and undertime within a period of 15 or 30 days will be subject to Progressive Disciplinary procedure on: Minor Offense A-20:Three (3) incidences of more than ten (10) minutes tardiness and undertime within a 15-day period. Minor Offense A-22: Five (5) incidences of tardiness and undertime in a 30-day period. 2. Taking more than one Leave of Absence (LOA) during the year is unauthorized and is considered as an incidence of absenteeism and subject to the Progressive Disciplinary Program as provided below. Major Offense B-36: Unauthorized Leave of Absence (LOA) within a period of one year.(new provision)
49. Employees are only allowed to time out two (2) hours after their first log in to take their break and to log-in at least two (2) before they log out before going home. In other words, a two (2) hours allotment shall be followed after first logging in and before final logging out. And lastly, employees are not allowed to log out few hours from their scheduled end of duty except if an employee is rendering authorized overtime.
51. Employee commits violations Immediate Head informs HR Immediate Head will serve the written memo to employee START Employee submits the Written Explanation to Immediate Head Immediate Head & HR conducts investigation and assessment HR issue Notice of Sanction Is employee Guilty? NO YES Immediate Head serves the sanction to employee END END HR Prepare Notice to Explain memo
52. FIVE-STEP DISCIPLINARY PROCESS First Offense - Verbal Warning Second Offense - Written Reprimand Third Offense - One day suspension Fourth Offense - Three day suspension Fifth Offense - Termination Purpose: To correct and help reform the behavior of an employee who violates the rules and regulations of the hospital.The aim is corrective and not punitive.
53. 1. Minor Offense The offender is generally subjected to the progressive discipline procedure. 2. Major Offense Commission of any of these offenses will result in immediate suspension without pay up to and including termination of employment.
54. 1. If an employee commits an offense, that offense will be cancelled out if no same offense was committed by the employee beyond 12-months or one year after the actual commission of the offense. 2. If the employee has multiple infractions for the same offense and one particular infraction already surpassed the one-year prescriptive period. That particular infraction will be cancelled, while the remaining offense which is still active or still falls within the 12-month period will be backtracked one or two step whatever is applicable. 3. The counting of the prescriptive period will be based on the actual commission of an offense and not the date the notice was prepared or issued. 4. Prescriptive period applies on per offense basis. 5. The one-year prescriptive period is not applicable to those special cases, wherein for humanitarian reason an employee was given stern and final warning instead of termination. The condition set forth in their notice of decision shall be followed and normally valid until the end of their employment in the company.
55. 1. Non-wearing of hospital ID and prescribed uniform while on duty. This includes normal/natural gender behavior and general appearance which include unacceptable hair color like “corn yellow”, colored hair streaks/ highlights etc; unacceptable nail colors; too much make up, eyeliner etc. 2. Violation of established health, safety and sanitation rules creating unhealthy, unsafe, unsanitary conditions in the toilets, cafeteria, and all other areas within the hospital premises. 3. Leaving the workstation without permission, knowledge from superior, or without being properly relieved.
56. 4. Exchange of schedule (shift and/ or day off) without permission from immediate superior. 5. Failure to submit dated medical/dental certificate following absence due to illness within 24 hours upon resumption of duty. 6. Failure to attend scheduled/ prescribed unit/department meetings except those with approved leave.
57. 7. Unexplained or unacceptable failure to attend/ complete training, seminars or workshops paid for by the hospital. 8. Channeling or referral to physicians 9. Unauthorized entry into restricted areas or areas off limits to the employee.
58. 10. Malingering or pretending illness to avoid doing work assignments. 11. Loitering and wasting hospital time while on duty. These include gossiping, playing around with other employees, extended break periods, reading newspaper, comics, magazines, making prolong frequent personal calls, entertaining unofficial/ personal visitors during official work hours, and abusive use of computer and cellphones and other electronic gadgets. 12. Horseplay and similar acts that create noise, disturbances, and distraction within the hospital premises.
59. 13. Accepting tips. 14. Littering in the hospital premises. 15. Unsatisfactory job performance and failure to meet standard, reasonable, expected output. 16. Non-compliance or non-conformance with standard operating procedures.
60. 17. Non-compliance or non-conformance with standard operating procedures in patient care relative to diagnosis without injury or damage to patient. 18. Non-compliance or non-conformance with standard operating procedures in patient care relative to therapeutics that does not result to harm, injury or damage to the patient.
61. 19. Improper use of property and operation of hospital equipments, vehicles, thereby, potentially causing loss, destruction, spoilage, vehicles, thereby, potentially causing loss, destruction, spoilage, accident or injury. 20. Three (3) incidences of more than ten (10) minutes tardiness and undertime within a 15-day period. 21. An accumulation of forty-five (45) minutes of tardiness within a 15-day period. 22. Five (5) incidences of tardiness and undertime in a 30-day period.
62. 23. Failure to notify absence two (2) hours before scheduled duty time. 24. Non-reporting for work or absence without justifiable reason (oversleeping and failure to know schedule are not acceptable reasons) 25. Absence before/ after scheduled/ requested day off. 26. Absence on Saturday / Sunday when scheduled to report for work. 27. Failure to meet due dates, expected deadlines for mandated reports and submission of employees evaluation form.
63. 28. Refusal to pay legitimate debtors’ claims due to the hospital within a reasonable or agreed upon grace period. 29. Abuse in exercising authority towards subordinates. 30. Negligence in use of company property 31. Failure to put off lights, unplug computers, turn off airconditioner, lock the doors, and other company materials, equipment and tools are secure and should be in their proper places.
64. 32. Failure to present self, parcels, bags for proper inspection, when required. 33. Failure and refusal to use PPEs such as safety devices and guards and health and safety protection. 34. Failure or refusal to observe good housekeeping rules. 35. Failure to show courtesy towards patients and guests.
65. 36. Failure of immediate superior to reprimand/ report employee who violates the above offenses. 37. Commission of an act that is detrimental to the hospital’s image such as but not limited to drinking alcoholic beverages in public places while wearing hospital uniform, posting seductive or provocative pictures in a social network etc.
66. 1. Failure to report knowledge or incident that violates the hospital rules and regulations with less or no material effect to the institution in general. 2. Failure to report for overtime work when scheduled and/ or working unauthorized overtime. 3. Failure to observe and comply safety and health measures. 4. Allowing use of I.D. by others to gain entry to restricted access areas within the hospital.
67. 5. Sleeping on the job. 6. Forcible entry into unauthorized areas that result in damages or loss of hospital property. 7. Vandalism and willful destruction or damage to hospital property, equipment, and buildings including graffiti on walls. 8. Selling of patient’s medicines, hospital supplies and property.
68. 9. Selling of physician’s sample and other promotional items intended for hospital use. 10. Unauthorized solicitations using the name of the hospital. 11. Referring, acting, facilitating as funeral parlor agent or blood donor agent. 12. Failure to notify of pending criminal cases, or any crime by any court of law involving criminal or moral acts detrimental to the honor and security of the hospital and its employees. 13. Accepting bribes whether money or anything of value by entering into unauthorized arrangement with suppliers, clients, and other such parties that may compromise reputation, integrity, competitive position of the hospital.
69. 14. Gross misconduct and behavior that result in the compromise of moral values and relationships. 15. Any acts of violence including threats and those that may or may not inflict physical or moral injuries (premeditated or otherwise). 16. Insubordination, open defiance, disobedience or deliberate refusal to obey, cooperate or carry out lawful orders of superior.
70. 17. Gross negligence in complying with procedural requirements of established safety, security, sanitation, and other hospital policies and procedures. 18.Gross negligence to comply with standard operating procedures which detrimental in patient care relative to diagnosis. 19. Gross negligence to comply with standard operating procedures which detrimental in patient care relative to therapeutics.
71. 20. Gross negligence to comply with standard operating procedures relative to the operation of hospital operation and compromise in the delivery of patient care. 21. Unauthorized absence from duty when scheduled to report before, during and after a special / legal holidays and local festivities (e.g. Sinulog etc). 22. Unauthorized extension or absence before and after an approved leave (leave of absence, vacation, sick leave, emergency leave, maternity / paternity leave and the like). B. Major Offenses
72. 23.Deliberate substitution of hospital materials, supplies, tools and/or equipment with inferior quality. 24. Using social media/ network to express sentiments, dissatisfaction that will compromise the integrity of the institution and moral values of your colleagues, superiors, patients and the institution. 25. Failure to comply with employment requirements (eg. Submission of annual physical examination as required, clearance slip after an absence and etc.)
73. 26. Foul or abusive language, threat against a co-employee, patients and guest. 27. Acts of immorality which leads to put the company’s name in disrepute. 28. Gross act of dishonesty. 29. Gambling, placing or collecting bets or lottery or participating in any game of chance within hospital premises during break and work hours.
74. 30. Possession and reporting to work under the influence of illegal drugs, marihuana and the like, liquor and other alcoholic beverages. 31. Possession of firearms, sharp objects or deadly weapons in the hospital premises. 32. Smoking in work area and within hospital premises.
75. 33. Falsification or tempering of hospital documents. 34. Stealing, embezzling or misappropriation of funds/ properties of the hospital, patients or those of other employees. 35. Fraudulent withdrawal, acquisition or release to other persons of hospital funds or property, including obtaining materials/ property by means of fraudulent orders and procedures, 36. Sabotage or deliberately causing serious loss or damage to hospital property.
76. 37. Committing any form of unjust enrichment at the expense of the company or another person. 38. Absence without official leave (AWOL) for three (3) consecutive days and failure to report after receipt of written notice will be ground for immediate termination. AWOL less than three (3) days will be ground for immediate suspension. 39. Negligence in the use of company property such as, but not limited to motor vehicles, computers, machines resulting in minor injury or damage thereto. 40. Unauthorized Leave of Absence ( LOA) within a period of one year.
78.  Minimum Wage  Holiday Pay  Premium Pay  Overtime Pay  Night Shift Differential  Service Incentive Leave (SIL)  Maternity Leave  Paternity Leave  Parental Leave for Solo Parent  Leave for VAWC  Special Leave for Women  13th Month Pay  Separation Pay  Retirement Pay  ECC  PHIC  SSS  Pag-ibig Source: DOLE of BWC Handbook of 2016 edition
79. 1. Vacation Leave (15 days/year)  one 1 year from regularization date 2. Leave of Absence  One (1) incidence per year with maximum of 30 days 3. Hospitalization discounts  75% employees  15 - 50% immediate dependents 4. Healthcare Benefits.  60,000 Annually (after 6 months-2 yrs & 9 months employed)  100,000 Annually (3yrs and up)
80. 5. Uniform (provided by the institution) 6. Longevity Pay (after 3 years of service) 7. Service Awards Incentive  with 5 years of continuous service 8. Perfect Attendance Incentive  NO late, under time, sick leave (SLA), absences, paternity/maternity leave, SSS leave, and suspension 9. Optional Early Retirement
81. 10. Mortuary assistance (CHRD 0009) a. If an employee dies:  Monetary Assistance – P10,000 cash  Mass Card  Mass sponsorship with snacks  Transportation service on the burial (case to case basis) b. If an immediate dependent of an employee dies:  Monetary assistance – P5,000 cash  Mass card  Mass sponsorship with snacks.
82. WELCOME TO SCDHI FAMILY! 