Welcome to GMH
GMH Pharmacy
GMH Labs

Our Doctors

Core Values

  • Mission: "Patient care first” – prioritizing the health, dignity, and well-being of every patient.
  • Vision: Delivering exceptional healthcare through advanced technology, compassionate service, and affordable care.

RULES & REGULATIONS

General Guidelines for All Hospital Staff:

  1. Patient-Centered Care: Always place the patient’s needs and well-being at the forefront.
  2. Professionalism: Uphold the hospital's mission, vision, and values. Dress appropriately and maintain a positive attitude toward patients and colleagues.
  3. Respect & Compassion: Treat patients, families, and colleagues with dignity, empathy, and respect, regardless of their background, condition, or role.
  4. Confidentiality: Strictly adhere to policies safeguarding patient information, particularly with electronic medical records.
  5. Communication: Use clear, concise, and professional language. Listen actively and provide accurate information.
  6. Timeliness: Ensure prompt and efficient delivery of services to reduce waiting times.
  7. Accountability: Take responsibility for actions, admit mistakes, and learn from them.
  8. Teamwork: Collaborate effectively with all departments to ensure seamless patient care.
  9. Health & Safety: Follow safety protocols, report hazards, and prioritize the well-being of patients and staff.
  10. Emergency Protocols: Stabilize patients before addressing financial concerns or billing.

DISCIPLINARY MEASURES

Purpose

To maintain high standards of professionalism, patient care, and workplace harmony by addressing any violations of hospital policies, work ethics, or safety protocols

General Principles

  1. Fairness: All disciplinary actions will be impartial and based on verified facts.
  2. Confidentiality: Investigations and actions will be handled discreetly to protect the dignity of all involved.
  3. Progressive Discipline: Whenever possible, corrective action will follow a step-by-step approach to encourage improvement before resorting to termination.

CATEGORIES OF OFFENSES

  1. Minor Offenses

      Examples:
    • Tardiness or absenteeism without valid reasons
    • Failure to adhere to dress code
    • Minor lapses in communication or documentation
        • Actions:
      • Verbal warning (documented in personnel file)
      • Written warning for repeated offenses

  2. Moderate Offenses

      Examples:
    • Failure to follow standard operating procedures
    • Rude or unprofessional behavior toward patients or colleagues
    • Neglect of responsibilities leading to delays in patient care
        • Actions:
      • Written warning with specific improvement targets
      • Temporary suspension (1–5 days) if behavior persists

  3. Serious Offenses

      Examples:
    • Breach of patient confidentiality (e.g., sharing EMR data)
    • Disrespect or harassment of colleagues, patients, or visitors
    • Refusal to follow emergency protocols
    • Unauthorized absence from critical duties
        • Actions:
      • Immediate investigation and hearing
      • Suspension or termination depending on severity

  4. Gross Misconduct

      Examples:
    • Endangering patient safety through negligence or malpractice
    • Theft, fraud, or embezzlement
    • Physical violence, discrimination, or harassment
    • Drug or alcohol abuse while on duty
        • Actions:
      • Immediate suspension pending investigation
      • Possible termination and reporting to relevant authorities or licensing boards
  1. Fairness: All disciplinary actions will be impartial and based on verified facts.
  2. Confidentiality: Investigations and actions will be handled discreetly to protect the dignity of all involved.
  3. Progressive Discipline: Whenever possible, corrective action will follow a step-by-step approach to encourage improvement before resorting to termination.

DISCIPLINARY PROCESS

  1. Incident Reporting

    • All incidents should be reported promptly to the department head

  2. Investigation

    • Disciplinary Committee will conduct a fair and thorough investigation, including interviews with involved parties

  3. Hearing

    • For moderate, serious, or gross misconduct cases, the staff member will have an opportunity to present their side during a formal hearing

  4. Action

    • Based on the findings, disciplinary action will be decided and communicated in writing

  5. Appeals

    • Staff have the right to appeal decisions to senior management or the Board of Directors within 7 days

PREVENTIVE MEASURES

  1. Regular training on hospital policies and ethical standards.
  2. Clear communication of expectations during onboarding.
  3. Routine performance reviews to identify and address potential issues early