Code of Conduct

• All employees are expected to maintain professionalism, including treating patients, colleagues, and visitors with respect and courtesy.
• Employees who are under the influence of alcohol or drugs present safety and health risks to themselves and their fellow employees, patients they serve and may have a detrimental effect upon standards of performance and conduct. Employees who are visibly intoxicated during working hours are subject to termination without prior warning. Under certain circumstances, blatant or dangerous alcohol or drug abuse may be reported to the police as a criminal offense. 
• Acts of misconduct and insubordination harm the Health posts’s ability to operate and represent a threat to the achievement of its core objectives and are therefore subject to disciplinary action or termination of employment contract.
• Failure to respond to reasonable instructions and guidance from management, or failure to follow legitimate instructions or execute specific tasks, can cause harm to the health post’s reputation and its effectiveness and for this reason, such failure is subject to disciplinary action. 
• Gross negligence is defined as negligence that involves significant material, financial or reputation loss to the Health post or endangerment of human life as a result of carelessness on part of the employee.
• The Head Nurse or the employee’s supervisor may determine that certain acts of omission or carelessness constitute incompetence. When there is documented incompetence, it is subject to disciplinary action and gross incompetence is subject to termination of employment contract.

Confidentiality

• Employees must respect patient confidentiality and privacy at all times. Any breach of confidentiality will result in disciplinary action, including potential termination of employment.

Conflict of Interest

• Employees must avoid situations that could create a conflict of interest between their personal interests and their duties at SFH Rwanda.