GUIDELINES FOR CONDUCT

AND DECORUM FOR DOH

DEPLOYED HUMAN
RESOURCE FOR HEALTH
 GUIDELINES FOR CONDUCT AND
DECORUM FOR DOH DEPLOYED
HUMAN RESOURCE FOR HEALTH
This guideline is applicable to all DOH deployed HRH.
Violations or non-compliance to the guidelines are to be
reflected in the semestral evaluation which may be a basis for
non- renewal of contract.
1. Dress Code and Grooming
2. Attendance and Punctuality
3. Discipline
 1. DRESS CODE AND GROOMING

• All HRH are required to dress presentably and to

wear the uniform or comply with the dress code
required by the LGU/ facility or the PDOHO
• The ID should be worn as part of the uniform
• All HRH must be well groomed and project a
professional image
The following are prohibited:
• unkempt hair, unconventional hair color and hair cut
• long, dirty nails
• heavy make up
• gaudy accessories and jewelry
• skin tight clothing, tattered jeans, shorts, leggings, slippers, see-
through or gauzy tops
The following are prohibited:
• rowdy behavior while on duty and while in prescribed
uniform or IEC shirts
• smoking and binge drinking of alcoholic beverages while on
duty and while in the prescribed uniform or IEC shirts
• gambling in any form while on duty and while in prescribed
uniform or IEC shirts
 2. ATTENDANCE AND PUNCTUALITY

• As specified in DOH Department Memorandum No. 2015-0383,

the HRH shall render not less than eight (8) working hours per day.
• All HRH are required to record/document the time they report for
duty at the start of the working day and after lunch break (time in)
and the time they go off work for lunch break and the time they
leave at the end of their duty (time out). An attendance log book
must be maintained. This will be monitored by the immediate
supervisor / DMO IV assigned in the area.
• Habitual tardiness is reporting late for duty 10 times in a month
regardless of number of minutes/hours. This shall be
documented by the immediate supervisor and is subject to
corresponding deduction in salary and disciplinary action and
non- renewal of contract.
• Habitual undertime, leaving work without completing 8
working hours.
NOTE:
.
Absences: HRH shall inform the immediate supervisor and DMO
IV of the absence stating the reason, duration of the absence and
expected date of return. If absence is due to
illness/hospitalization, a medical certificate from any is required.
Leaves due to delivery (NSD or Ceasarian Section) shall treated
as absence. The no work no pay policy shall apply.
Prior to the leave, a written request from the HRH shall be submitted
to the Provincial DOH Office (PDOHO) at least 1 week before the
leave, to allow ample time to assign a temporary reliever from the
existing HRH to ensure continuity of health services. It is also the
responsibility of the HRH going on leave to endorse tasks, documents,
etc . Before reporting back to work, a certification of fit to work
from attending physician is required
Attendance to activities outside the area of assignment
HRH may be allowed to attend on official time as long as the following have been met:

For Those Organized by the DOH RO III or Respective PDOHs

1. A Provincial Personnel Order (RPO) or Regional Personnel Order (RPO) must be issued.
2. It should be with the knowledge of the immediate supervisor.
For those organized by LGUs or other agencies (ex: team- building, medical missions)
1. Inviting agency sends a written letter of Request for HRH to attend
2. PDOHs forwards his/her recommendation to the Regional Director via the HR-Training
Section for possible approval (if outside the Province)
3. This office will not shoulder any other expense other than the salary of the HRH
 3. DISCIPLINE

The following shall be grounds for disciplinary action and

possible non- renewal of contract after due process/ investigation.
Anonymous complaints shall not be entertained unless there is
obvious truth or merit and is supported by documentary or direct
evidence in which the person complained of may be required to
comment.
• Dishonesty
• Neglect of Duty (ex habitual failure to submit DTRs, reports on
deadlines for no valid reason)
• Negligence (failure to exercise the care that a reasonably
prudent person would exercise in like circumstances. Applies to
harm caused by carelessness, not intentional harm)
• Malpractice (fails to provide services as per the standards set by
the governing body subsequently causing harm, disability,
death)
• Misconduct (wrong behavior, behavior or activity that is illegal
or morally wrong)
• Disgraceful and immoral conduct
• Discourtesy ( clients, supervisors)in the course of official duties
• Inefficiency and incompetence in the performance of official
duties
• Receiving for personal use of a fee, gift or other valuable thing
in the course of official duties
• Improper or unauthorized solicitation of contributions
• Falsification of documents ex; reports, entries in DTR, signature
of another person, etc
• Insubordination
• Engaging directly or indirectly in partisan political activities by
one holding non-political office
• Promoting the sale of tickets in behalf of private enterprises that
are not intended for charitable or public welfare purposes and
even in the latter cases if there is no prior authority
• Pursuit of private business, vocation or profession during the
official working hours