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CODE OF DISCIPLINE
Rules of Procedure in Disciplinary Action
I. General Provisions
Discipline is essential to the attainment of the objectives of the BHCI. The BHCI
therefore expects all employees to observe discipline in their daily attendance to their jobs and
interaction with fellow employees.
1. Generally, penalties for an act or omission are based on the nature of the
infarction. However, other factors are also considered in determining the penalty,
such as:
a. The employee’s performance and length of service whether the infarction was
committed alone or in conspiracy with others;
b. The frequency of violations; and
c. The amount of money or value of property involved, when applicable.
2. The BHCI shall adopt the concept of corrective discipline, under which the
Administration shall assert corrective measures by assessing progressively
greater penalties.
3. In general, if an employee repeats similar infarction, the resulting disciplinary

action will be more severe.
4. If an employee’s action wholly or partly causes loss or damage to the BHCI

property, the employee concerned may be required to pay the entire cost of the
loss or damage.
II. Definition of Terms
1. Written Warning – A warning memorandum prepared upon an employee’s

commission of an offense warning the employee that a repetition of a similar
offense will subject him/her to further disciplinary action. A copy of the
employee’s written notice is filed in the employee’s 201 file.
2. Written Reprimand –A memorandum issued upon an employee’s repetition of an

offense for which a written warning was previously given, and warning the
employee that a repetition of similar offense will subject him/her to further
disciplinary action. A written reprimand will also be issued for first time offenses if
the repetition of the same offense will result in the penalty of suspension. Once
issued, the employee’s 201 file shall be furnished.
3. Suspension – It is a temporary physical detachment from service of the

employee without any salary and other benefits. The suspended employee shall
not earn any benefit during the period of suspension such as vacation and sick
leave, service credit, among others. He/She shall not earn any accrual for any
bonus or gratuity payment during the period of suspension. Once issued, the
employee’s 201 file shall be furnished.
4. Dismissal – This is a dishonourable separation from the service. A dismissed
employee loses his accrued sick leave and vacation leave benefits as well as
separation pay, if applicable, and all other benefits as he is charged for cause.
5. Preventive Suspension – Any employee who is under preventive suspension for

the commission of an offense that pose serious and imminent threat to life or
property of the company. He/She shall not be entitled to compensation, any
bonus and other benefits. Once issued, the employee’s 201 file shall be
furnished.
III. Disciplinary Policy
It is the company policy to maintain harmonious relationship between the company and
employees, officers and subordinates, and between and among employees. To this end, the
Code of Discipline is issued as a form of disciplinary measure to maintain order and discipline.
The Code of Discipline is likewise issued to standardize the administration of discipline.
Infarctions and violations of this Code shall be subject to disciplinary actions ranging
from written warning or reprimand in cases of minor offenses to suspension without pay or
termination of employment in cases of serious or repeated offenses.
It shall be expected that the implementation of this Code shall be assisted by all levels of
management staff. To establish proper discipline and decorum important to the effective and
efficient operations of the company is the management thrust in the implementation of this
Code.
IV. Procedure
The BCHI acknowledges that the immediate supervisor and the department head shall
have the primary responsibility in disciplining their subordinates. Towards this end, these
disciplinary procedures shall be observed:
1. If there is violation of any of the provisions of this Code, the immediate superior
shall require the subject employee to explain in writing through a Notice to
Explain (NTE), within five (5) days from receipt of the notice why no disciplinary
action shall be taken against him/her.
2. The NTE gives the employee charged the opportunity to refute the charge/s and
to explain his/her side. The NTE shall be served upon the employee and has to
be complied with by the employee within the period set forth or as indicated in
the notice.
3. Depending on the gravity of the offense charged, the sanction shall be imposed
as follows:
a. For offenses involving a penalty of written warning or reprimand, the

Department Head or immediate superior, when authorized, may directly
impose such penalty if the explanation given by the employee is not
satisfactory, by issuing a memorandum to the employee concerned.
b. Upon issuance of the penalty of written warning or reprimand, the
Department Head or the immediate superior, when authorized, shall counsel
the employee/s concerned and course of actions to be taken.
c. The Department Head or the immediate superior, when authorized, and the
employee concerned shall affix his/her signature onto the documents i.e.
memorandum, employee counselling form. A copy of the memorandum and
counselling form shall be kept by the respective department and another copy
shall be forwarded to the HRD.
d. For offenses involving a penalty of suspension and dismissal, the Ethics

Committee shall be tasked to conduct an investigation and recommendation
of proper sanction. The Ethics Committee shall then issue the
recommendation to the Chief Executive Officer (CEO) as to the imposition of
appropriate penalty on the erring employee as warranted by the situation.
e. The report submitted shall be supported by initial evidence gathered during

the investigation.
f. The employee charged may be placed under preventive suspension for a

period not exceeding thirty (30) days and even before the NTE has been
served to the employee if the offense poses serious and imminent threat on
the life or property of the company or any of its representatives. Likewise, the
preventive suspension shall be issued to temporarily detach the employee
charged from the place where the offense was committed to give way to
unhampered investigation.
g. If the offense carries the penalty of dismissal, a hearing or conference shall

be conducted upon written request by the employee/s concerned.
h. Proper documentation of all cases involving disciplinary action shall be taken

immediately. In case the employee is dismissed, corresponding report to the
Department of Labor and Employment (DOLE) shall be made.
i. The original copy of the disciplinary action shall be served upon the erring
employee by the department head and copies shall be forwarded to the
department head, HRD, accounting, and the 201 file.
j. The penalty imposed must be fair, just, and reasonable. It is commensurate

to the nature and gravity of the offense committed.
V. Offenses and Penalties
Housekeeping and Sanitation

Violation of the directive related to proper housekeeping in the workplace like failure to maintain
general cleanliness that is littering, smudging, smearing, no orderly stuffing of files, loitering in
unauthorized places or otherwise violating other conditions of cleanliness and sanitation
First Offense - Written Warning

Second Offense - Written Reprimand
Third Offense- 1 day suspension
Fourth Offense- 3 days suspension
Attendance
Unauthorized undertime
Third Offense- 3 days suspension
Violation of the breaktime and meal break

Fifth Offense- Dismissal
Unauthorized Absences
Absences without leave of less than four (4) days within a month
First Offense - Written Reprimand
Second Offense - 5 days suspension
Fifth Offense- Dismissal
Failure to notify the immediate superior and/or HRD for absence by reason of sickness or
emergency immediately on the first day of absence
Unauthorized absences of over four (4) days in a month

Fourth Offense- Dismissal
Punctuality
An employee who comes in late for work for five (5) times within one month
Failure to time in/out in the biometric attendance system
Knowingly logging in/out attendance for another employee

Reporting for work not in prescribed uniform

Non-wearing of prescribed attire for employees not required to wear company uniform as
prescribed in the company
Offenses involving Identification Card
Failure or refusal to wear identification (ID) card upon entering and while inside the premises.
Deliberate destruction, mutilation, alteration and concealment of one’s or that of another’s ID

card
Unauthorized and improper use of company ID card

Work Behavior
Refusal to abide by the order to undergo annual physical examination or physical checkup
within the prescribed period
Loitering around the premises during official time

Leaving one’s post without permission

Refusal to abide by the auditing, security and safety regulations in the performance of official
work or in the use of company facilities
Sleeping while on duty

Pretending to be sick to avoid reporting for work

First Offense - 3 days suspension
Playing computer games, and or similar activities using the computer, which are not work-
related, while on duty
Third Offense- Dismissal
Installation of unauthorized computer software in any of the company’s computer, laptop, or
other devices
Prohibited Activities
Collecting monetary contribution for any purpose from anyone within the company premises
without authority from the management
Soliciting, vending, peddling, or selling any kind of goods or services during office hours
Removing company property from its designated place and placing the same in another place
within the premises without proper authorization from the management
Coming to work under the influence of liquor

Drinking alcoholic beverage within the company premises

Use or possession for use of prohibited drugs as defined under the Comprehensive Dangerous
Drugs Act
Second Offense - Dismissal
Selling, pushing, or engaging in the trade of prohibited drugs as defined under the
Comprehensive Dangerous Drugs Act
First Offense- Dismissal
Reading irrelevant books, magazine, novels, or other printed materials not related to one’s work
while on duty
Opening, accessing or browsing any social networking site, unofficial e-mail or other similar
website
Downloading any file, system, application games, and other similar programs
Holding of unauthorized meeting within the company premises

Unauthorized long distance call using the company’s telephone system and/or cellular phone
Smoking within the company premises and vehicles

Serious Misbehavior
Falsifying of records or furnishing false information or committing any such acts with deliberate
intent to defraud the company of cash, materials and other properties
Illegal possession of firearms, explosives, highly combustible materials or other deadly weapons
within the company premises
Providing false statements about himself in the company records with intent to mislead,
misrepresent or conceal incriminatory information
Exhibitionism
Sexual Intercourse within company premises
Commission of a crime involving moral turpitude such as seduction, rape, abduction, and acts
od lasciviousness
Conviction of other crime where the penalty imposed is more than thirty (30) days of
imprisonment
Violation of safety rules and regulations

Failure or refusal to cooperate with security protocol enforced by the Security personnel or other
security system
Unauthorized entry in restricted areas

Assisting others to enter restricted areas without authority
Reckless use of company vehicle resulting in damage thereon

Gambling while within the company premises

Promoting any game of chance, lottery, gambling within the company premises
Uttering profanities, disrespectful language or displaying obscene acts such as dirty finger, to a
superior, company officer, or any member of the management
Disregarding lawful orders of superiors, department heads, or other officers

Gross insubordination where there is substantial damage to the company property or injury to
person
Threatening bodily harm to a superior or other company officers

Inflicting bodily harm to a co-worker

Participating in any illegal assembly during office hours and inside the company premises
Provoking a fight
Removing or mutilitation company notices
Discourtesy to clients, visitors, guests and other persons by being disrespectful, uttering
obscene and foul language towards them. Also includes rude manner of dealing resulting in
verbal or written complaint by the injured party.
Engaging in a brawl, mauling, fistcuff, or any physical fight with another employee or person
within the company premises while being the instigator
While not being an instigator or a victim, joining a brawl, mauling, fisticuff or any physical fight
with another employee or another person within the company premises
Inflicting damage to the company for failure or refusal to report in writing the loss of company
property under his/her custody or accountability within 24 hours
Misappropriation of company supplies, material, or equipment
Wastages of company supplies and materials

Refusing to provide information or testify in a company investigation when he/she has

knowledge of the acts or ommission under investigation
Use of company name, goodwill and other intellectual property for personal gain, profit or deceit
without the company’s authority
Engaging in personal business or part-time work during official time of work

Theft of company property with market value of not more than P5,000 other than sum of money
First Offense- 5 days suspension to dismissal
Theft of company property with market value of more than P5,000 but not more than P30,000
other than sum of money
Theft of company property with market value of more than P30,000 other than sum of money
Taking of company collection, cash or other sum of money not more than P5,000 without
company’s consent
Taking of company collection, cash or other sum of money more than P5,000 without
company’s consent
Unauthorized use of company vehicle

Falsification of company’s receipt, forms, and other instruments without monetary personal gain
Falsification of company’s receipt, forms, and other instruments without monetary personal gain
Falsification of company’s receipt, forms, and other instruments for personal monetary gain
where the amount involved is not more than P5,000
Falsification of company’s receipt, forms, and other instruments for personal monetary gain
where the amount involved is more than P5,000
Defrauding for personal gain or conspiring to defraud the company of legitimate revenue, cash,
sum of money, materials, and other property by any means
False testimony given during the company investigation

Neglect of Duty
Violation of standard operating procedure where there is no direct monetary damage to the
company
Neglect of duty resulting in injury to a person
First Offense - 3 days suspension to dismissal
Termination
1. Gross maltreatment of patients, gross negligence of duties to patients.
2. Acts of immorality such as scandalous behaviour, acts of lasciviousness against any
persons (patient, visitors, co-workers) within hospital premises.
3. Absent without leave
An employee will be considered to have resigned and will be dropped from the
personnel roster if he/she is absent for five (5) consecutive days or fails to report to work
for five (5) consecutive days following a duly-approved leave, without notice to his/her
department head or personnel office, unless he establishes to the BHCI Management
sufficient ground/s or reason/s that renders impossibility to give notice of absence during
that period.
4. Fighting or attempting physical injury to others (co-employees, patients, or visitors)

5. Falsehood, intentional false statement or concealment of facts or falsifying of records
and documents
6. Inciting or provoking riot within hospital premises
7. Selling or disposing BHCI property for personal gain
8. Misappropriation or embezzlement of BHCI funds include withholding collections or
delayed remittance
9. Causing deliberate or willful damage to BHCI property or equipment
10. Actual or attempted theft within BHCI premises
11. Unauthorized bringing in of, use, and/or under the influence within BHCI premises
Suspension
1. Insubordination or willfull disobedience by the employee of the orders of his superior or
representative related to his/her work
2. Fraudulent timing of another employee’s time card or altering time card without
authorization
3. Performs other jobs not related to employee’s official duties for personal benefits without
prior permission
4. Violation safety rules and regulations resulting in the injury of other persons or inflicting
damage to hospital property
5. Without prior authority, using of any hospital vehicle, tools or other equipment for
personal purpose.
6. Gambling, betting, or engaging in a lottery within the hospital premises during duty
hours.
7. Abandonment of assigned post.
8. Drunkenness or being under excessive influence of intoxicating liquor during duty hours
or within the hospital premises.
9. Excessive, unexcused absences or tardiness.
Reprimand
1. Refusal to undergo physical examination.
2. Under timing without prior permission.
3. Smoking in prohibited areas.
4. Non-wearing, improper wearing of prescribed uniforms, non-wearing of prescribed shoes
while on duty.
5. Use of discourteous language in answering telephone calls.
Corporate Policy Manual

Date of Ratification – February 2, 2013
Category I
Offenses
1. Failure of the employee to time in / time out for that particular working day.
2. Failure to report for overtime work without good reason after having been duly advised
and schedule for work pursuant to Article 89 of the Labor Code of the Philippines.
3. Malingering such as loitering, feigning sickness, waste of corporate time, and other
misdemeanors.
4. Soliciting or collecting contribution for any purpose without prior authorization.
5. Vending, selling or transacting personal business within the premises during official time.
6. Creating unnecessary noise or disturbances within the premises.
7. Use or possession of another employee’s equipment without consent or authorization
8. Smoking in non-smoking areas.
9. Use of corporate legal stationaries without authorization.
10. Use of supplies for personal use.
Disciplinary Action
First Offense written notice

Second Offense 1 working day suspension without pay
Third Offense 3 working days suspension without pay
Fourth Offense 10 working days suspension without pay
Fifth Offense Dismissal
Category II
1. Excessive absences incurred under any of the following circumstances:

a. Absence incurred without written permission
b. Absence due to illness or accident without written permission or oral information
transmitted to immediate superior and/or corporate physician within 24 hours.
c. Extending of official leave without permission
d. Absence incurred with permission but discovered unwarranted and/or unjustified
upon investigation.
2. Three (3) instances of tardiness incurred within the month or tardiness incurred
regardless of the number, within three (3) consecutive months in a particular year.
3. Abuse of break periods.
4. Leaving the work place, preparing to leave the premise prior to end of regular working
hours or going home during working hours without permission.
Disciplinary Action
First Offense written notice

Second Offense 3 working days suspension without pay
Third Offense 5 working days suspension without pay
Fourth Offense 15 working days suspension without pay
Fifth Offense Dismissal
Category III
1. Sleeping during scheduled work hours.

2. Provoking, instigating or engaging in a fight inside or outside the immediate premises in
the case of the aggressor.
3. Threatening, intimidating or coercing fellow employees inside and outside the premises
or in the immediate vicinity of the corporation.
4. Acts that would cause embarrassment and destroy the established relationship between
the corporation and the general public.
5. Posting, removing, altering or defacing any printed matter or material on the bulletin
boards or any sign within the premises without proper authority.
6. Damaging corporate property or causing materials or spare parts to be wasted,
damaged or destroyed due to carelessness, negligence, or reckless imprudence.
Disciplinary Action
First Offense 5 working days suspension without pay

Second Offense 15 working days suspension without pay
Third Offense Dismissal
Category IV
In accordance with Article 282 of Labor Code of the Philippines (PD 442), an employer may
terminate an employee for any of the following causes
1. Serious misconduct or wilful disobedience by the employee of lawful orders of the

employer or representative in connection with the employee’s usual work
2. Gross and habitual neglect of the employees of duties.
3. Fraud and wilful breach by the employee of the trust reposed on the employee by the
employer or representative
4. Commission of a crime or offense by the employee against the person of his employer or
any immediate member of his family or his duly authorized representative.
5. Other causes analogous to the foregoing.
6. The employer may also terminate the employment of the employee due to installation of
labor-saving devices, redundancy, retrenchment to prevent losses or the closing or
cessation of operation of the establishment or undertaking unless the closing is for the
purpose of circumventing the provision of Book VI Title I of PD 442.
7. Pursuant to the Labor Code, Disease as ground for termination. An employer may
terminate the services of an employee who has been found to be suffering from any
disease and whose continued employment is prohibited by law or is prejudicial to his
health as well as to the health of his co-employees: provided that he is paid separation
pay equivalent to at least one (1) month salary or one-half (1/2) month salary for every
year of service whichever is greater, a fraction of at least six (6) months being
considered as one (1) whole year.
Disciplinary Action
First Offense Immediate Dismissal
Offenses and Misdemeanor
1. Theft
2. Malingering
3. Sleeping while on duty
4. Insubordination
5. Mischievous, malicious, or wilful destruction and altering of corporate property and
equipment.
6. Waste of corporate resources
7. Negligence
8. Under the influence of alcohol or drugs while in the corporate premises
9. Display of any bad manners such as use of abusive or insulting language and the show
of wilful contempt of authority
10. Gambling in corporate premises
11. Smoking in prohibited places.
12. Fighting or attempting to inflict injury on any person within the premises and immediate
surroundings
13. Engaging in immoral activities
14. Falsification of documents
15. Habitual tardiness or absences
16. Selling of corporate property without authorization.
17. Carrying deadly weapon inside the premises.
BENEFITS
1. Vacation Leave
hired prior to September 1, 2011
Years of Service No.of Days

1-10 15
11-15 21
16-up 30
Hired from September 1, 2011 onwards
Years of Service No.of Days

1-5 5
6-10 7
11-15 9
16-20 11
21-25 13
26 onwards 15
Non-cumulative and is forfeited if not taken
2. Sick Benefits

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CODE OF DISCIPLINE

Rules of Procedure in Disciplinary Action

3. In general, if an employee repeats similar infarction, the resulting disciplinary

4. If an employee’s action wholly or partly causes loss or damage to the BHCI

II. Definition of Terms

1. Written Warning – A warning memorandum prepared upon an employee’s

2. Written Reprimand –A memorandum issued upon an employee’s repetition of an

3. Suspension – It is a temporary physical detachment from service of the

5. Preventive Suspension – Any employee who is under preventive suspension for

III. Disciplinary Policy

a. For offenses involving a penalty of written warning or reprimand, the

d. For offenses involving a penalty of suspension and dismissal, the Ethics

e. The report submitted shall be supported by initial evidence gathered during

f. The employee charged may be placed under preventive suspension for a

g. If the offense carries the penalty of dismissal, a hearing or conference shall

h. Proper documentation of all cases involving disciplinary action shall be taken

j. The penalty imposed must be fair, just, and reasonable. It is commensurate

V. Offenses and Penalties

Housekeeping and Sanitation

First Offense - Written Warning

Violation of the breaktime and meal break

Unauthorized absences of over four (4) days in a month

Knowingly logging in/out attendance for another employee

Reporting for work not in prescribed uniform

Offenses involving Identification Card

Deliberate destruction, mutilation, alteration and concealment of one’s or that of another’s ID

Unauthorized and improper use of company ID card

Loitering around the premises during official time

Leaving one’s post without permission

Sleeping while on duty

Pretending to be sick to avoid reporting for work

Coming to work under the influence of liquor

Drinking alcoholic beverage within the company premises

Holding of unauthorized meeting within the company premises

Smoking within the company premises and vehicles

Violation of safety rules and regulations

Unauthorized entry in restricted areas

Reckless use of company vehicle resulting in damage thereon

Gambling while within the company premises

Disregarding lawful orders of superiors, department heads, or other officers

Threatening bodily harm to a superior or other company officers

Inflicting bodily harm to a co-worker

Removing or mutilitation company notices

Wastages of company supplies and materials

Refusing to provide information or testify in a company investigation when he/she has

Engaging in personal business or part-time work during official time of work

Unauthorized use of company vehicle

False testimony given during the company investigation

4. Fighting or attempting physical injury to others (co-employees, patients, or visitors)

Corporate Policy Manual

First Offense written notice

1. Excessive absences incurred under any of the following circumstances:

First Offense written notice

1. Sleeping during scheduled work hours.

First Offense 5 working days suspension without pay

1. Serious misconduct or wilful disobedience by the employee of lawful orders of the

First Offense Immediate Dismissal

Offenses and Misdemeanor

hired prior to September 1, 2011

Years of Service No.of Days

Hired from September 1, 2011 onwards

Years of Service No.of Days

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