6. Downtown Radiology
6
Mission and Values
Our Mission
To serve our patients and physicians through excellence and
professionalism in medical diagnosis with our experienced and fully
licensed team, and state of the art technology.
Our Values
Accountability
Through objective and transparent processes, we assume full
responsibility for our diagnostic interpretation and medical reports.
Integrity
Our behaviours and actions consistently reflect our fundamental
beliefs in honesty, respect, and compassion for our patients.
Safety
We strive to reduce risks and increase safety for our staff and patients,
through regular safety drills and practices to control communicable
diseases.
Patient Care
We follow best practices in diagnostic health care to increase the
effectiveness and efficiency of our services, and to safeguard the
public. Our multilingual staff provides a helpful and comfortable
atmosphere to patients from diverse backgrounds.
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8. Downtown Radiology 8
Accountability
Medical Director and the CEO
The medical director and CEO are accountable for leading an effective
staff team and are thereby accountable for the development and
implementation of the policies outlined in this manual.
Managers are responsible for human resource management within their
own staff teams and should reference this manual to ensure
organizational consistency in the application of these practices.
CEO
The CEO is responsible for maintaining the procedures and systems
which support human resource management for the organization and is
available to answer any questions or provide clarification on any
content of this manual.
Office Manager
The office manager is responsible for communicating all the above
information to the department supervisors.
Department supervisors
The department supervisors implement the policy and procedure
guidelines within their departments, and ensure compliance by
individual office clerks, sonographers and X-ray technologists on a
daily basis.
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9. Downtown Radiology 6
Emergency Procedures
These emergency procedures will operate in case of fire, earthquake,
threat of a violent assault, or any situation where lives of people
(including all employees, patients, service workers, students/observers,
and the public) are endangered, within the confines of Chinatown
Radiology facility.
In such a situation, the owner/ owners, the safety officer, the office
manager, and the front office supervisor, who are present on-site, will
take charge immediately, and coordinate, act, and implement the
following emergency procedures:
Fire
• Promptly assess the situation whenever the building’s fire-
alarm system has been triggered.
• The person-in-charge (owner safety officer manager),
here-from called the leader, will inform staff in case this is not
a routine drill, and then he/she will initiate an evacuation
procedure, as explained below.
• In the event of fire, the on-site radiologist will be on standby
for handling medical emergencies.
• In the event of a fire, the leader will immediately assign X-ray
technicians to turn off all high voltage electrical switches
within the facility, and provide flashlights to staff members.
Earthquake
• In the event of an earthquake, the leader will decide if it is safe
to evacuate patients, and proceed to evacuation procedure, as
below.
• The front-office supervisor will man the phone to place
emergency calls and receive calls. Another front-office clerk
will assist him/her with managing calls.
• Patients will be evacuated out of the building, following the
evacuation procedure, as below.
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10. Downtown Radiology 7
• Staff members will be provided with candles and a battery-
operated portable radio to access emergency news broadcast
outside.
• Staff members will collect and do an inventory of available
dried food, bottled water, and beverages, as needed.
Evacuation Procedure
• The leader will count patients inside the facility, in the
examining rooms, and in the waiting area.
• The leader will evacuate patients in an orderly and calm
manner.
• On a priority basis, the leader will evacuate elderly patients,
patients on a wheelchair, very weak and sick patients, and
children.
• The leader will designate two staff members to count all
patients inside the facility. They will confirm their count to the
leader.
• Once all the patients are evacuated out of the building, and
have collected in a designated safe area outside the building, a
count will be repeated.
• Staff members will then proceed to evacuate the building, and
will collect in the designated safe area.
Handling a Medical Emergency
• In the event of a medical emergency, a senior technologist will
provide the emergency medical kit/ CPR kit to the radiologist.
The senior technologist will stand by and be ready to assist the
radiologist.
• The CPR kit and emergency medical kit is located in the
radiology reporting room.
• One member of the front office clerical staff will stand outside
the bulding to guide first responders to the site of emergency.
Threat of a violent assault
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11. Downtown Radiology 8
• If you become aware of an impending threat of a violent
assault by a person/persons against a staff member or against
any person inside the diagnostic facility, you must immediately
alert the safety officer, the manager, or the owner.
• As the safety officer starts to handle the situation, please assist
the safety officer by calling 911.
General Radiation Safety
• At Downtown Radiology, we comply with Health Canada’s
Diagnostic X-ray Facility Protection Policy.
• We have established quality control of diagnostic imaging, and
we ensure protection for workers, by following radiation policy
of “As Low as Reasonably Achieved” (ALARA).
• This protection is ensured by consistent communication with
Radiation Protection Services (RPS), Diagnostic Accreditation
Program (DAP), and with surveys conducted by certified
radiation protection surveyors.
• Arshia Bivadi has been designated by our medical director, as
the radiation safety officer for Downtown Radiology.
• We maintain a detailed manual of Canada Safety Code issued
by Health Canada, which guides safety procedures for
installation and use of equipment in medical diagnosis.
Staff Safety
Handling contact with Cidex-opa
Contact with eyes
• Cidex-opa may cause eye irritation and redness.
THE RADIATION SAFETY OFFICER AND CHIEF X-RAY TECHNICIAN
REVIEW THE CANADA SAFETY CODE REGULARLY, AND ENSURE
THAT RADIATION PROTECTION STANDARDS ARE KEPT
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• In case of contact with eyes, rinse immediately with plenty of
water for 15 minutes, and seek medical attention.
• Eyewash stations are located at all hand-wash counters.
Ingestion
• In case of ingestion, do not try to induce vomiting. Rinse your
mouth thoroughly, and drink large quantities of water.
• Inhalation
• Move into fresh air immediately. If you are experiencing
difficulty I breathing, seek medical attention immediately.
Skin-contact
• Wash contaminated areas thoroughly with soap and water.
Remove contaminated clothing, and wash before re-use. Seek
medical attention if irritation develops, or persists.
• Ingestion of Cidex-opa can cause damage to mucosa. Gastric
lavage is not to be done
Storage of Cidex-opa solution at Downtown Radiology
Cidex-opa is stored in a temperature controlled storage area off-site.
General public and unauthorized employees do not have access to
Cidex-opa containers. These containers are labelled as “Hazardous
material” in compliance with WHMIS and MSDS guidelines.
Physicians note: Ingestion
of Cidex-opa can cause
damage to mucosa.
Gastric lavage is not to be
done
Physicians note: Ingestion of Cidex-opa can cause damage to
mucosa. Gastric lavage is not to be done
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Eyewash stations
Adjacent to the wall-mounted cidex soak station, an eyewash station is
installed. The eyewash station
comprises a tap and a large sink. The
eyewash station site is 2 meters away
from the X-ray storage and laundry
room, and 1 metre away from the
worklist station. Two other back-up eye
wash stations are located within 4
metres of the Cidex soak station.
First-aid kit
A first aid kit is kept ready in the cabinet beside the cidex soak station
Accidental Spill
• The endovaginal (EV) probe soaking cylinder contains 650 ml of
Cidex-opa disinfecting solution.
• In the event of an accidental spill, immediately alert the safety
officer and other staff.
• Instruct patients and other staff to clear away from the spill area.
• Take the help of the safety officer and aPhysicians note
• You are now the spill crew.
• Get the spill kit pail to the spill area, and wear goggles, mask,
protective gown and gloves. The safety officer and experienced
staff will also wear these.
• Disperse sheets/pads to cover the entire area of spill, and make
sure that the spill is completely absorbed.
• Remove the sheets/pads used and dispose them in a plastic lined
container.
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• The spill crew will now dry up the spill completely with
disposable towels, and dispose these towels into the plastic lined
container.
• Next, apply low level detergent/ disinfectant on the spill area.
• Place all materials used to clean the spill in the pail, and shut the
pail tight, to be disposed later.
• Next, rinse and dry the area with disposable towels.
• The spill crew will now dispose the protective equipment used,
wash their hands thoroughly, and supplement with sanitizing gel.
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Infection Control
Hand-Washing
Hand washing is the simplest and most cost-effective way of
preventing the transmission of infection and thus reducing the
incidence of healthcare-associated infections.
Wash your hands with plain soap provided at the three hand-washing
stations at Downtown Radiology. Poster and tutorial visual aids for
hand-washing instructions are available at all three hand washing
stations.
Wash your hands for 20 seconds each time, using the proper technique
shown below.
Take care of your hands by drying with paper towel, and applying
lotion to keep your skin healthy.
On some occasions, you will wash hands with antiseptic agents like
Alcohol 70-90%, Chlorhexidine 2% or 4% aqueous solutions, and
Iodine compounds.
When to wash hands
• When your hands are visibly soiled
• Before you have contact with patients
• After contact with blood, body fluids, secretions, or excretions
• Between contact with different patients.
• Between clean and dirty procedures on the same patient
• Before performing any invasive procedures
• Immediately after removing gloves
• Before preparing, handling, eating, or serving food and
medications
The three stations are
labelled as below
Staff hand-washing station
in X-ray room #2
Staff hand-washing station
in X-ray room # 1
Staff hand-washing station
in the staff coffee room
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• After handling money or other items which may be
contaminated
•Immediately if your skin is contaminated and/or injury occurs
•After personal body functions, such as using the toilet or blowing
one’s nose
Supplement hand-washing with antiseptic agents when
•You will be performing sterile or invasive procedures
•You have had contact with blood, body fluids, secretions, or
excretions.
•You have had contact with contaminated items
•You will have contact with immunocompromised patient
ENSURE FOLLOWING NEXT 7 HANDWASHING TECHNIQUES
IN ORDER TO PERFORM A COMPLETE AND EFFECTIVE HADWASH.
STEP 1: TURN ON WATER TO A COMFORTABLE TEMPERATURE AND
MOISTEN HANDS AND WRISTS.
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STEP 2: APPLY A GENEROUS PORTION OF LIQUID SOAP.
STEP 3: GENERATE A HEAVY LATHER AND WASH WELL FOR APPROX. 15
SECONDS. CLEAN BETWEEN FINGERS, NAIL BEDS, UNDER FINGERNAILS
AND BACK OF HANDS.
STEP 4: RINSE WELL UNDER RUNNING WATER.
STEP 5: HOLD HANDS SO THAT WATER FLOWS FROM WRISTS TO
FINGERTIPS.
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STEP 6: DRY HANDS COMPLETELY WITH CLEAN PAPER TOWELS OR AIR
DRYER.
STEP 7: TURN OFF THE FAUCET USING A PAPER TOWEL, IF AVAILABLE.
Screening for infectious Diseases
When you read a patient’s examination request form, look for any
specific clinical information of any communicable disease/ diseases
like active tuberculosis, pneumonia or cough. These will be indicated
on the requisition.
If you observe that a patient has an obvious contagious disease, or if
he/she gives this information, you must inform the radiologist on site
immediately.
Wait for the radiologist to contact the patient’s referring physician and
give you further instructions. Proceed with the requested diagnostic
examination only after the radiologist has given you appropriate
instructions.
Control of Infectious Diseases
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1 A patient identified with any communicable disease must be seated
in the waiting area away from the other patients.
2 Wash your hands thoroughly and supplement with sanitizing gel
before and after conducting an imaging examination on the patient.
3 Wear appropriate protective gown and mask before preparing the
diagnostic imaging room for the patient.
4 Instruct the patient to wear a disposable long gown and a mask. In
case the patient has cough, the mask is a must.
5 Before you escort the patient into the diagnostic imaging room, use
disinfecting wipes to thoroughly wipe all tools and equipment to be
used.
6 Complete the requested imaging procedure, and wait for the patient
to leave the building.
7 Collect all the disposable gowns and masks used for the patient in
a double black garbage bag.
8 Place the double black garbage bag in the designated separate area
for disposal.
9 Clean up and disinfect everything in the diagnostic imaging room.
10 Make sure to wash your hands thoroughly before proceeding to
call in your next patient for imaging.
Gel use procedure
1 Prior to opening a new gel container or a newly refilled gel bottle,
label the bottle with today’s date. Between starting use and
cleaning of bottle, you can only refill the bottle once.
2 Discard gel bottles more than one month old.Do not top up gel bottles.
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3 Wash empty gel containers in hot, soapy water, or a hospital grade
disinfectant. Rinse thoroughly and let dry before refilling.
4 Refill washed and disinfected bottle with gel only just before you
start to use the bottle.
5 Do not allow direct contact of the nozzle of gel container with
either a patient, or yourself, or with any other instruments.
6 Between two patients, use alcohol or a disinfectant to wipe the gel
container clean. Make sure you clean the nozzle and the outside of
the container.
7 Do not place nozzle in the ultrasound machine’s gel holder.
8 In case of contact with the machine, clean nozzle with disinfectant,
empty the bottle, and follow washing and refilling process as in 3.
Use of large bulk gel container
In order to fill gel bottles from a large gel container, make sure that
you use a dispensing device. Never use the bottle’s nozzle to aspirate
gel from the large bulk gel container.
Always check expiry date on large bulk gel container before you start
to fill the gel bottle.
Use of gel warmers
Clean gel warmers every week with a low-level hospital-approved
disinfectant. If soiled, clean gel warmers immediately.
Gel use for invasive procedures
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Procedures that pass a device through a tissue, including needle
aspiration, needle localization, and tissue biopsy, require a sterile
environment.
Gel storage
Store gel containers in clean, dry areas. Prevent contamination by dust,
moisture, insects, or rodents.
If you notice contamination or cracked/broken gel containers, discard
product immediately.
Confidentiality and Security of
Personal Information
Policy Guidelines
At Downtown Radiology, personal Information is obtained only on a
need to know basis, and is used only for its intended purpose, as
governed by BC’s Freedom of Information and Protection of Privacy
Act (FOIPPA).
Personal Information can be recorded information about an identifiable
person (excluding contact information). Examples of personal
information include, but are not limited to a patient’s
• name provided with home address and/or telephone number
• race, national or ethnic origin, colour, religious beliefs, or
associations
• age, sex, sexual orientation, marital status, or family status
• identifying number, symbol, or other particular
• fingerprints, blood type, or inheritable characteristics
FOR PROCEDURES PERFORMED ON INTACT MUCOUS MEMBRANES,
AND IN PATIENTS WITH IMMUNODEFICIENCY, OR RECEIVING
IMMUNOTHERAPY, USE STERILE SINGLE USE GEL PACKAGES.
MUCOUS MEMBRANE S INCLUDE ESOPHAGEAL, GASTRIC, RECTAL
OR VAGINAL SURFACES.
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• health care history, including physical or mental disability
• educational, financial, criminal, or employment history
• opinions or personal views
• opinions of others pertaining to the patient
Personal information can be recorded in any format, including books,
documents, maps, drawings, photographs, letters, vouchers, papers, or
any other graphic, mechanical, electronic, or other means.
Individuals covered by this policy include referring physicians, clients,
employees, specialist physicians, students, and volunteers. Information
belonging to patients is confidential. Such information is used only by
those who require access to it, to provide direct service to the patient.
For any other reason, a patient’s personal information is not to be
accessed without permission from the patient, their referring physician,
and medical director of Downtown Radiology.
Although a patient’s paper documents, imaging films, imaging
records, and diagnostic interpretation records are the property of
Downtown Radiology, the information on these documents belongs to
the patient alone.
Downtown Radiology is responsible for the physical security of
personal information records that it holds.
Paper records are filed in designated X-ray and Ultrasound envelopes,
as per protocol. Original documents are NOT to be removed from the
designated site. Exceptions to this rule include:
• a court order/ subpoena
• X-ray done for immigration purpose, in which case, original plates
are sent to foreign immigration offices, along with the
radiologist’s diagnostic reports.
• Digital information is stored on the main server, Raid 5. Raid 5 is
equipped to handle two hard-drive failures at the same time.
Downtown Radiology also has an off-site Raid 5 back-up server.
• Only authorized employees have access to the digital information
network.
Immigration X-ray reports
are either handed over to
the patient as a CD, or
couriered to the hospital
specified by the patient’s
referring physician.
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• All employees, students, observers, volunteers, locum physicians
and service providers mandatorily sign a confidentiality
agreement, as a condition to their contract.
• Any person (student, observer, volunteer, locum physician, or
service provider), who conducts research activity at Downtown
Radiology, must sign a confidentiality agreement, to get access to
staff or patient records.
• Unauthorized access or communication of confidential
information constitutes a breach of confidentiality. Breach of
confidentiality will be investigated, and if determined, will result
in a disciplinary action. The disciplinary action can be termination
of employment, observership, or of any service contract with
Downtown Radiology.
• Downtown Radiology’s information system network is diligently
maintained, regularly audited, and protected with security and
investigative activities.
Procedures
•Do not copy, transfer, verbalise, transmit, or share in any other way,
patients’ confidential information, unless appropriate consent and
permissions are obtained, as per policy above.
•If you face any demands for disclosure of information from a foreign
country, such as subpoenas, warrants, or court orders addressed to
Downtown Radiology, you must immediately inform the medical
director.
• You are protected under FOIPPA, and can refuse to process
unauthorized disclosures, or foreign demands for disclosure.
•Release information only if the patient has authorized it, and the
medical director has approved release, or if information is requested
through a court order or subpoena.
•You are responsible for protecting your user ID and password, if you
have been assigned one. Any unauthorised access into the information
system, and actions performed through your user ID, are solely your
responsibility.
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•If you believe that your user ID has been compromised, you must
report this immediately to your supervisor, manager, or CEO.
•If you do not possess a user ID, you cannot perform any activity
through another user’s user ID and password.
•To access digital health records, you must follow specific processes
as below.
These procedures help to protect the confidentiality of a third
party:
Health Records Diagnostic imaging files
Human Resources Personnel files
Medical Administration Medical staff information
Code of Ethics for Diagnostic Medical
Sonographers
Preamble
•The goal of this code of ethics is to promote excellence in patient care
by fostering responsibility and accountability, and thereby ensure the
integrity of professionals involved in all aspects of diagnostic medical
ultrasound at Downtown Radiology.
Objectives
•To create an environment where professional and ethical issues are
discussed
•To help the individual practitioner identify ethical issues
•To provide guidelines for individual practitioners regarding ethical
behaviour
Principles
Principle 1
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In the interest of patient well-being, you will
•Provide information about the procedure, and respond to the patient’s
concerns and questions
•Respect the patient’s right to self-determination, by which they can
refuse the procedure
•Recognize the patient’s individuality, and provide care in a non-
judgemental and non-discriminatory manner
•Promote the privacy, dignity, and comfort of patients and their family
members.
•Strive to ensure patients’ safety.
•Promote equitable access to care.
Principle 2
To promote the highest level of competent practice, you shall:
•Obtain the appropriate education and skills to ensure competence
•Practice according to published and recognised standards.
•Work to achieve and maintain appropriate credentials.
•Acknowledge personal limits and not practice beyond your capacity
and skills.
•Perform only those procedures that are medically indicated and
properly requisitioned, restricting practice to validated and appropriate
tests. For research studies, follow established research protocols,
obtaining and documenting informed patient consent as needed.
•Ensure the completeness of examinations and the timely
communication of important information to the appropriate interpreter.
•Strive for excellence and continued competence through continuing
education.
•Perform ongoing quality assurance.
•NOT compromise patient care by the use of substances such as
alcohol or drugs that may impair judgement or skills.
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Principle 3
To promote professional integrity and public trust, you shall:
•Be truthful and honest in interactions with patients, colleagues and the
public
•Accurately represent their level of competence, education and
certification.
•Avoid situations which may constitute conflict of interest.
•Maintain appropriate personal boundaries with patients including
avoidance of inappropriate sexual conduct, be it verbal or non-verbal.
•Refrain from involvement in situations which exploit others for
financial gain or misrepresent information to obtain reimbursement.
Routine Procedures
Ultrasound Examination Procedures
1. Get the requisition form, envelopes, previous reports (if
available), from the front desk.
2. Introduce yourself and explain what is the examination you are
about to perform on them
3. Escort the patient into the examination room.
4. Double-check ID with the patient, including the first and the last
names, birthdate, and the examination to be performed. Make sure that
you are examining the correct side (left or right).
5. Instruct the patient to undress, as appropriate to the required
examination, change into the patient gown, and then instruct/assist
patient to get on the examination table.
6. Enter patient information into the ultrasound machine, either
manually or by the work list.
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7. Perform examination according to the doctor’s request, AIUM
(American Institute of Ultrasound in Medicine) guidelines, and the
radiologist’s instructions.
8. At the end of the examination
a) Instruct patient to dress up.
b) Step outside and explain to patient that you will return to answer
their questions once they have dressed up.
c) Return to the room and answer their concerns but do not disclose
the diagnosis/result to them. Ask them to see their physician for final
result.
d) Store all films into the digital system, or print film as permanent
record.
e) Fill out the preliminary report.
f) Check with the radiologist.
g) If the radiologist is satisfied with the films, instruct/ assist the
patient to clean up the gel, get down the table, change clothes, and find
the washroom if applicable.
h) Give the complimentary print-out of the film to patient.
i) If applicable, bring in the patient’s attendants.
9. Clean the room right after the examination. This includes, but
is not limited to, changing the table paper, cleaning the ultrasound
machine, and sanitizing the scan head.
10. Re-stock any supplies if needed.
11. Prepare the room for the next patient.
Vaginal ultrasound probes are disinfected at the wall-mounted soak
stations
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Entering patient information at the Worklists station
You can enter patient information either by manual input, or by the
Worklist.
By manual input
1. Click Patient, or New Patient
2. The patient information sheet comes up on the monitor.
3. Fill out the patient information boxes as below:
Last name
First name
Patient ID: eight digit patient ID as seen on the request form
(xxxxxxoo)
Accession number: six digits (CXxxxxxx)
Date of birth
Age
Gender
4. Click Exit or Close to start examination
5. After entering examination results, click End Exam to store the
pictures.
By Worklist
1. Refresh the Worklist
2. Find the patient’s name on the Worklist.
3. Click New Exam
4. Click Exit or Freeze to start scanning
5. At the end of the examination, click End Exam to store the
pictures.
Routine X-Ray Procedures
Digital Fluoroscopy Procedures
• Prepare, clean and disinfect (if necessary), the fluoroscopy
room before you bring in the patient.
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• Before starting the fluoroscopic examination, verify the
patient’s ID, correct name, and spellings. Confirm that the above
information shows on the screen.
• Verify the fluoroscopy examination to be performed.
• Check the referring physician’s request form for the patient’s
clinical history and other relevant information.
• Call the patient to the gown cubicle site.
• Ask all patients if they have followed the preparation
instructions for fluoroscopy examination.
• Explain to each patient, the procedure about to be performed,
before you call the radiologist in the room.
• If the patient does not understand English, please ask the
interpreter to translate.
• After the procedure is complete, double- check the patient’s
name and X-Ray images count on your TV monitor.
• Write down the number of images on the patient’s request
form. .
• Send completed patient examination to the Worklists station.
• Later, you will go to the Worklists station to view, merge, and
verify the images, and scan the completed patient request form to
transfer to the radiologist’s reading station.
• Prepare, clean and disinfect (if necessary) the fluoroscopy
room before bringing the next patient in.
• Before you reset the fluoroscopy parameters for the next
patient, double check last patient’s name and X-ray images count on
the TV monitor.
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• Before starting the fluoroscopic examination for the next
patient, verify the patient’s ID, correct name and spellings. Confirm
that the above information shows on the screen.
Pregnancy and X-Ray
• No X-ray must be done on pregnant women.
• In case of young, female patients, always ask for their LMP and
chance of pregnancy
• Check for other conditions, like allergies, diabetes, and physical
disabilities, even though they may not be stated on the exam
request.
You must note the time showing on the timer after the radiologist
has completed each examination
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No-Show Appointment Procedure
.
No show
•If a patient does not show up for a scheduled appointment,
document this information
Change
Status
•Change status to no show and inform the referring
physician.
Filing
•File requisition in the “No Show” file.
Waiting
•Keep the requisition for a period of 30 days.
Rebooking
•Upon request from patients or their referring physician’s
office, rebook appointment for the next available date.
Urgent
appointments
•If the referring physician requests a different date, make
the appointment as requested
2nd No-show
•If the patient does not show up for the second scheduled
appointment, send back the requisition to the referring
physician’s office, as per department policy
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Human Resources Policies
Introduction
This section contains a summary of policies, procedures and practices
related to human resource management at Downtown Radiology.
Questions regarding the benefits package may be directed to the CEO.
Statement of Philosophy
Downtown Radiology wishes to maintain a work environment that
fosters personal and professional growth for all employees.
Maintaining such an environment is the responsibility of every staff
person. Because of their role, managers and supervisors have the
additional responsibility to lead in a manner which fosters an
environment of respect for each person.
It is the responsibility of all staff to:
•Foster cooperation and communication among each other
•Treat each other in a fair manner, with dignity and respect
•Promote harmony and teamwork in all relationships
•Strive for mutual understanding of standards for performance
expectations, and communicate routinely to reinforce that
understanding
•Encourage and consider opinions of other employees or members, and
invite their participation in decisions that affect their work and their
careers
•Encourage growth and development of employees by helping them
achieve their personal goals at the [organization] and beyond
•Seek to avoid workplace conflict, and if it occurs, respond fairly and
quickly to provide the means to resolve it
•Administer all policies equitably and fairly, recognizing that jobs are
different but each is important; that individual performance should be
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recognized and measured against predetermined standards; and that
each employee has the right to fair treatment
•Recognize that employees in their personal lives may experience
crisis and show compassion and understanding.
Certification Prerequisites
• Downtown Radiology hires X-Ray technicians in medical
imaging (MI) who are registered Medical Radiation Technologists
(MRT), and current members of Canadian Association of Medical
Radiation Technologist (CAMRT).
• New graduates waiting to write their CAMRT certification
examination may be hired provisionally. These employees
will notify the MI manager upon successful completion of
their exams. Failure to do so will result in termination of
employment.
• Downtown Radiology hires Diagnostic Medical
Sonographers (DMS) who are members American Registry
of Diagnostic Medical Sonographers (ARDMS) or the Sonography
Canada.
Employment at Downtown Radiology
Employment Equity
Downtown Radiology is an equal opportunity employer and employs
personnel without regard to race, ancestry, place of origin, colour,
ethnic origin, language, citizenship, creed, religion, gender, sexual
orientation, age, marital status, physical and/or mental handicap or
financial ability. While remaining alert and sensitive to the issue of fair
and equitable treatment for all, Downtown Radiologyhas a special
concern with the participation and advancement of members of four
designated groups that have traditionally been disadvantaged in
employment: women, visible minorities, aboriginal peoples and
persons with disabilities.
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34. Downtown Radiology 31
Recruitment and Selection
All employment opportunities at Downtown Radiologyare posted for a
minimum 10 working day period. They are posted on Downtown
Radiology’s website and on the websites of affiliated organizations.
Occasionally, they are posted on employment websites or with an
employment agency. Applications are encouraged from current
employees but will be screened in the same manner as applications
received from outside applicants.
Applicants are invited to submit their application, along with a current
résumé, demonstrating that they meet the minimum criteria for the
position being sought. At the closing date, all applications are
screened, and candidates selected for interview are contacted. If the
interview is positive, references will be contacted. Depending on the
feedback provided, a position may be offered to the applicant.
Nepotism
No candidate shall be hired for a position where they may report to, or
supervise a member of their immediate family. Immediate family is
defined as: parent(s), step parent(s), foster parent(s), sibling(s),
grandparent(s), spouse {including common law a/o same sex partner},
step child(ren) or ward of the staff member, father-in-law or mother-
in-law (including parent of same sex partner). Personal relationships
with other employees or members of the Downtown Radiology’s
Board of Directors or Committees of Downtown Radiologyshould be
disclosed prior to accepting any offer from Downtown Radiology.
Failure to disclose this information would be considered contradictory
to the Code of Ethics policy (Appendix A).
Orientation
All new employees to Downtown Radiologyshall receive an
orientation session which will encompass an overview of general
policies, procedures and operations. This will also provide employees,
2014-15
35. Downtown Radiology 32
new to either a position or Downtown Radiology, an opportunity to
learn the performance expectations management has with regard to the
position in question. They will be given a copy of this Employee
Handbook and will be expected to learn its contents. They will also
make aware of policies such as, Code of Ethics, and asked to sign off
on their adherence to same.
Employee Classifications
Each position at Downtown Radiologyshall be classified as either
Administrative or Management in nature, as determined by the CEO.
This decision will be based on the duties assigned and qualifications
required for each position. It should be noted that Management
positions are not covered by the Hours of Work and Overtime
provisions of the Employment Standards Act (O. Regulation #285).
Employee Duties
Attached to an Offer of Employment, is a description of the job and
the associated responsibilities, along with any additional tasks possibly
required. This document will be used to evaluate performance both
during the probation period and after. If an employee is unsure of its
contents, they should not hesitate to ask for clarification.
From time to time, it may be necessary to amend an employee’s job
description. These amendments will be discussed with the employee
in advance however; the final decision on implementation will be
made by management.
Personnel File
Downtown Radiology does collect personal information for inclusion
in personnel files. This information is available to the employee, the
CEO and the medical director. This information is kept in a secure
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36. Downtown Radiology 33
location, and is not shared with members of our Board or with our
funders. Information which is contained in an employee’s personnel
file includes the following: résumé, letter of offer, performance
reviews, amendments to job descriptions, disciplinary notices, tax
forms, copies of enrolment forms for benefits and approved leave
requests.
Probation
The first Three (3) months of employment are probationary. During
this time both parties may assess suitability for employment with
Downtown Radiology. This also provides management an opportunity
to assess skill levels and address areas of potential concern. During the
first ninety (90) days of the probationary period, employment may be
terminated by either party at their full discretion, with or without
cause, and without notice or payment in lieu of notice, except as may
be minimally prescribed by the Employment Standards Act of British
Columbia (ESA), as may be amended from time to time. Upon
satisfaction of the requirements under the ESA, as amended,
Downtown Radiology shall have satisfied any and all obligations to
the employee, whether under the ESA, as amended, or at common law.
At the completion of the probation period, the employee and employer
shall meet and review progress to date. At this time one of three
things will occur:
i. Probation will end and employee will entre in to a contract
with the Organization
ii. Probation may be extended for an additional six months
iii. Employment will end
Annual Salary
Salaries shall be determined by the CEO, based on budget
considerations and commensurate with the experience of the
successful candidate. The organization shall pay employees on a bi-
weekly basis, less the usual and necessary statutory and other
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37. Downtown Radiology 34
deductions payable in accordance with Downtown Radiology’s
standard payroll practices. These payroll practices may be changed
from time to time at Downtown Radiology’s sole discretion.
Currently, payday occurs every second Thursday and covers the pay
period ended the previous Saturday.
Performance Appraisals
The performance review document will be a living document for each
employee. Each employee will be responsible for developing their
respective workplan for the year. This plan will be reviewed by
Management and amended as necessary. At the time of the
performance appraisal, Downtown Radiology and employee will
review the objectives and the results achieved. Throughout the year,
the employee and employer may refer to this document to track
progress made toward objectives, highlight areas of concern and
indicate challenges identified along the way.
Performance reviews, for all employees, will occur near the end of
April, and annually thereafter. Employees should prepare for this
meeting by preparing a draft workplan for the coming year. This
meeting is to review successes and challenges from the preceding year,
and to establish the objectives for the coming year. This would also be
the opportunity for either party to identify and recommend
professional development opportunities which may assist the
employee in their day to day work or to grow within the organization.
Once complete, both parties shall sign off on the final document and it
shall be added to the employee’s personnel file.
Professionalism
When representing Downtown Radiology, staff should dress and
behave appropriately. Employees should choose to dress in a manner
which presents a professional image to the public and is respectful of
others. Excessive use of profanity is neither professional nor
respectful to co-workers and will not be tolerated.
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38. Downtown Radiology 35
Discipline
Discipline at Downtown Radiologyshall be progressive, depending on
the nature of the problem. Its purpose is to identify unsatisfactory
performance and / or unacceptable behaviour. The stages may be:
i. Verbal reprimand
ii. Written reprimand
iii. Dismissal
Some circumstances may be serious enough that all three steps are not
used. Some examples of these types of situations are theft, assault or
wilful neglect of duty. In all cases, documentation should be included
in the employees personnel file.
Hours of Work
The regular office hours for Downtown Radiologyare 8 a.m. to 5:00
p.m. Monday through Saturday (excluding holidays). During core
hours, it is expected that all scheduled staff will be available. All
employees are expected to work 8 hours per day, exclusive of an
unpaid eating break of at least thirty (30) minutes. Employees may
also be expected to work such other hours as may be requested or
required, from time to time. Employees hired on a part time, casual
and or on call basis will have schedules determined on a case by case
basis.
Employees are required to notify their supervisor, in advance, of
planned days away from the office. Unplanned absences from the
office should be reported to the employee’s supervisor as soon as
could reasonably be expected. At the discretion of the CEO,
depending on circumstances, employees may be allowed to work from
home for specific periods of time. As a courtesy, the Administrative
Assistant should also be notified of absences.
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39. Downtown Radiology 36
Statutory Holidays
The Province of British Columbia has Eleven (11) public holidays and
other days for which staff will be paid. They are:
1. New Year’s Day 7.Civic Holiday
2. Family Day 8.Labour Day
3. Good Friday 9.Thanksgiving Day
4. Easter Monday 10.Remembrance Day
5. Victoria Day 11.Christmas Day
6. Canada Day
In the spirit of family, the CEO reserves the right to close the office
between Christmas and New Year’s to enable employees to spend time
with their families. This will be reviewed annually and will depend on
operational requirements.
Overtime
All overtime must be authorized by the CEO in advance of being
worked. Employees will be provided with time off in lieu of overtime
pay at straight time for all hours worked over (45) hours per week. No
Employee is authorized to work over 45 days per week.
Employees in a Managerial or Supervisory roles are exempt from the
overtime provisions of the Employment Standards Act.
Business travel for conferences, meetings, etc, which cause an
employee to depart or arrive home on a non-work day does not
constitute overtime. If travel is part of the employee’s job, or could be
reasonably expected to occur in the course of performing one’s duties,
it is merely an inconvenience. Some travel, which may be exceptional
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40. Downtown Radiology 37
to the employee’s normal duties, may qualify as overtime at the
discretion of the CEO.
Any overtime worked and not taken in lieu will be paid out in the
event that the employee leaves Downtown Radiology for any reason.
Departure
Termination for Cause
An Employment Contract may be terminated by Downtown Radiology
at any time for cause, without notice or payment in lieu of notice or
severance pay whatsoever, except payment of outstanding wages,
overtime and vacation pay to the date of termination. Cause includes,
but is not limited to, any act of dishonesty, conflict of interest, breach
of confidentiality, harassment, insubordination, or careless, negligent
or documented poor work performance.
Termination without Cause
An Employment Contract may be terminated by Downtown Radiology
at any time and for any reason on a without cause basis, upon the
provision of notice or payment of notice instead , and severance pay if
applicable, as is minimally required by the ESA, as amended from
time to time.
The company may terminate your employment without cause, and
without further obligation, by providing you with notice or at
company`s sole option, wages in lieu of notice on the following basis:
Length of consecutive service notice or wages in lieu
Less than 3 month completed NIL
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41. Downtown Radiology 38
3 month or more completed but
less than 1 year
2 Week
1 Year or more completed but
less than 3 year
4 Week
3 Years 4 Week
4 Years 4 Week
5 Years 5 Week
6 Years 6 Week
7 Years 7 Week
8 Years 8 Week
9 Years or more 10 Weeks + 2 weeks for each
additional completed year of
employment beyond nine years,
to a maximum of 16 Weeks
. The notice as described in this paragraph is inclusive of all statutory
and common law entitlements to notice or payment in lieu of notice.
Upon satisfaction of the requirements under this paragraph, Downtown
Radiology shall have satisfied any and all obligations to the employee,
whether under the ESA, as amended, or at common law. The notice
requirement contained in this clause constitutes a material inducement
to Downtown Radiology to enter this agreement.
Resignation
After completion of the first ninety (90) days of the probationary
period, employees must give Downtown Radiology two (2) weeks’
notice of resignation. Downtown Radiology may waive the resignation
notice period in whole or in part at any time by providing payment of
regular wages for the period so waived.
Layoff
Operation requirements are subject to change based on workload and
the funding levels received on an annual basis. All efforts will be
made to keep staff in a position similar, in scope and salary, to that
they have become accustom to. If the organization is unable to do this,
then employees will receive one (1) week notice for each year of
service, as required by the Ontario Labour Code. For employees who
have a minimum of six years of service, this amount will be
2014-15
42. Downtown Radiology 39
augmented by one (1) week of severance pay (or equivalent notice) for
each year of service.
Employer Property
Upon termination of employment for any reason, all items of any kind
created or used pursuant to the employee’s service or furnished by
Downtown Radiology including but not limited to computers, reports,
files, diskettes, manuals, literature, confidential information, or other
materials shall remain and be considered the exclusive property of
Downtown Radiology at all times, and shall be surrendered to the
CEO, in good condition, promptly and without being requested to do
so.
Time Away From Work
Employment Vacation
The Employee will be entitled 10 Non-accumulative days of paid
vacation each year during the term of this Agreement.
Vacations will be determined by mutual agreement between
Downtown Radiology and the Employee.
Upon termination of employment, Downtown Radiology will pay
compensation to the Employee for any accrued and unused vacation
days.
Upon successful completion of first 3 years of employment, you will
receive One additional vacation day for every 3 years completed
As vacation is designed to give employees a chance to rest and
rejuvenate, therefore taking vacation is encouraged by Downtown
Radiology. Vacations are non accumulative and cannot be carried
forward.
Sick Leave
Employees will be entitled to six (6) days of sick leave per calendar
year. Sick leaves are non accumulative and cannot be carried forward.
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43. Downtown Radiology 40
Sick leave will not be paid out upon resignation, retirement, or
termination of employment for any reason. Furthermore, since Sick
Leave has no cash value, employees may not use more than they have
accumulated, without the express written permission of the CEO.
Downtown Radiology reserves the right to request information with
respect to limitations, restrictions, prognosis in such manner as it
deems necessary in the circumstances with respect to any request for
paid or unpaid sick leave. Downtown Radiology also reserves the
right to request a doctor’s note for absences of three (3) days or longer.
Compassionate Leave
Downtown Radiology will grant up to three (3) working days per
event on the occasion of a death in the staff member’s immediate
family. Immediate family is defined as: parent(s), step parent(s),
foster parent(s), sibling(s), grandparent(s), spouse (including common
law a/o same sex partner), step child(ren) or ward of the staff member,
father-in-law or mother-in-law (including parent of same sex partner).
Additional compassionate leave may be granted at the discretion of the
CEO for reasons not covered elsewhere in this manual. These requests
should be discussed in person with the Ownership and followed by a
written submission.
Jury Duty
Employees will be allowed up to six (6) days paid time off for jury
duty. After that, employees will be asked to continue jury duty
without pay. Any compensation, covering the first six (6)days,
received from the court system shall be surrendered to the
Organization. A copy of the notice to serve should be provided for
inclusion in the employee’s personnel file.
Sick leave can be used for personal illness, personal medical
appointments, and visits to specialists.
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44. Downtown Radiology 41
Disability Leave
Currently, Downtown Radiology’s benefit package does not provide
for Short or long term term disability. For short term disability,
employees have the option to apply for EI Benefits for medical
reasons.
For more information on EI Benefits, please visit:
http://www1.servicecanada.gc.ca/en/ei/types/special.shtml#Sickness3
Maternity, Parental and Adoptive Leave
Maternity/Parental/Adoptive and other government supported Leave
shall conform to the provisions of the Employment Standards Act. The
full period of the leave is granted without pay. Downtown
Radiologywill issue a Record of Employment on commencement of
leave which allows the employees to make claim for Employment
Insurance Benefits. When the employee returns to work every attempt
will be made to return employees to a position of equal responsibility
on return from leave status, however, no guarantees exists that the
exact position left will be available on return.
Unpaid Leave
Employees may take unpaid leave with the written consent of the
CEO. Every attempt will be made to return employees to a position of
equal responsibility on return from leave status, however, no
guarantees exists that the exact position left will be available on return.
Confidential Information and Intellectual Property
Confidential Information
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45. Downtown Radiology 42
From time to time, employees of Downtown Radiology may come into
contact with confidential information, including but not limited to
information about Downtown Radiology’s patients, members,
suppliers, finances and business plans. Employees are required to
keep any such matters that may be disclosed to them or learned by
them confidential.
Furthermore, any such confidential information, obtained through
employment with Downtown Radiology, must not be used by an
employee for personal gain or to further an outside enterprise.
Intellectual Property
Any intellectual property, such as trademarks, copyrights and patents,
and any work created by an employee in the course of employment at
Downtown Radiology shall be the property of Downtown Radiology
and the employee is deemed to have waived all rights in favour of
Downtown Radiology. Work, for the purpose of this policy refers to
written, creative or media work. All source material used in
presentation or written documents must be acknowledged.
IT Information Storage and Security
Any storage devices (CD’s, USB’s, Floppy Discs) used by employees
at Downtown Radiology, located at Downtown Radiology’s address,
acknowledge that these devices and their contents are the property of
Downtown Radiology. Furthermore, it should be understood by
employees, that company equipment should be used for company
business only during normal working hours. Downloading of
personal materials on company equipment can be harmful to said
equipment and should not be done.
HEALTH AND SAFETY
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46. Downtown Radiology 43
Downtown Radiology, along with its employees, must take reasonable
precautions to ensure that the workplace is safe. The organization
complies with all requirements for creating a healthy and safe
workplace in accordance with the Occupational Health and Safety Act
of British Columbia.
Employees who have health and safety concerns or identify potential
hazards should contact the CEO.
Alcohol consumption or illegal drug use is not permitted during work
hours on the premises. From time to time, with the CEO’s permission,
alcohol may be used to celebrate an occasion/event.
Smoke Free Environment
As such, smoking in the offices of Downtown Radiology is not
permitted at any time. An ‘enclosed workplace’ is defined as the
inside of any place, building or structure or conveyance or a part of
any of them that a) is covered by a roof or b) employees work in or
frequent during the course of their employment whether or not they are
acting in the course of their employment at the time, and c) is not
primarily a private dwelling
Scents
Downtown Radiology is aware that some persons may have allergies
or sensitivities to perfumes, lotions, colognes and / or chemical smells.
As a result, we discourage the overuse of these products.
Pets
The offices of Downtown Radiology are a healthcare office, and as
such, pets are not welcome during normal working hours. Staff and
visitors with seeing-eye dogs and other personal aid dogs are the
exception.
Renovations
As odours from building materials and noise levels for tools can cause
discomfort to employees, renovations will be scheduled to have a
2014-15
47. Downtown Radiology 44
minimum impact on employees. This may include renovating during
non-work hours (evenings & weekends) and ensuring direct ventilation
to control fumes. Carpets should be installed and cloth furniture
unwrapped late in the day so emissions may occur during non-working
hours.
Harassment
Downtown Radiology aims to provide a harassment-free environment
for its employees and volunteers. Mutual respect, along with
cooperation and understanding, must be the basis of interaction
between members and staff. Downtown Radiology will neither
tolerate nor condone behaviour that is likely to undermine the dignity
or self-esteem of an individual, or create an intimidating, hostile or
offensive environment.
There are several forms of harassment but all can be defined as any
unwelcome action by any person, whether verbal or physical, on a
single or repeated basis, which humiliates insults or degrades.
“Unwelcome”, for the purposes of this policy, refers to any action
which the harasser knows or ought to reasonably know is not desired
by the victim of the harassment.
Specifically, racial harassment is defined as any unwelcome
comments, racist statements, slurs, jokes, graffiti or literature or
pictures and posters which may intentionally or unintentionally offend
another person.
Sexual harassment is any unwanted attention of a sexual nature such as
remarks about appearance or personal life, offensive written or visual
actions like graffiti or degrading pictures, physical contact of any kind,
or sexual demands.
Workplace Violence
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48. Downtown Radiology 45
Workplace violence can be defined as a threat or an act of aggression
resulting in physical or psychological damage, pain or injury to a
worker, which arises during the course of work. Further to the
definition of violence, is the definition of abuse. Abuse can be verbal,
psychological or sexual in nature. Verbal abuse is the use of
unwelcome, embarrassing, offensive, threatening or degrading
comments. Psychological abuse is an act which provokes fear or
diminishes a person’s dignity or self-esteem. Finally, sexual abuse is
any unwelcome verbal or physical advance or sexually explicit
statement.
Downtown Radiology has a zero tolerance limit with regards to
harassment and violence. Employees or volunteers engaging in either
harassing or violent activities will be subject to discipline, which may
include termination of employment, removal from Boards or
committees and possibly criminal charges.
Dispute Resolution
Regrettably, conflict can occur in any working environment. In an
effort to resolve conflict in an expedient, yet fair manner, Downtown
Radiologyrecommends the following process for conflict or dispute
resolution.
Speak to the person you are having the dispute with. Many
times disputes arise due to misunderstandings and
miscommunications.
If speaking to the individual does not work, speak to the CEO.
The CEO will arrange a meeting between those involved in the
dispute, to determine a resolution.
If the CEO is unable to resolve a workplace dispute, the parties
may be referred to mediation by an outside third party. The resolution
of the mediator is binding on both parties of the dispute.
Equipment Quality Control Procedures
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49. Downtown Radiology 46
Testing of Personal Protective Equipment
Lead aprons and gloves are inspected at Downtown Radiology at least
once per year. The inspection is carried out using fluoroscopy on the
R&F X-ray unit as below:
1. With the fluoroscopy mode selected on the R&F X-ray unit, adjust
settings as below:
Fluoroscopy kVp 120
Fluoroscopy mA 0.5mA,
Auto Brightness Control (ABC medium r
2. Place the apron or gloves to be tested on X-ray table, underneath the
spot film device.
Use a grid with gloves to prevent damage to the image intensifier and
TV camera.You do not need the grid to test the lead aprons. Place the
apron in a completely flat position.
3. Adjust (cone down) fluoroscopy shutters so that no “raw” radiation
hits the image intensifier.
4. Initiate fluoroscopy procedure, and carefully examine the lead apron
on the spot film device. Look for any breaks I the lead material. Make
sure that you move the spot film device over the total area of the items
being tested.
5. An intact apron and an intact pair of gloves will show an even
density on the TV monitor.
Any breaks in lead content will show as a bright line/lines on
fluoroscopy.
Remember to put a grid under smaller
items like lead gloves and thyroid collars
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50. Downtown Radiology 47
6. Use a permanent marker to write a unique item number on each
glove and apron.
7. Make a log showing the date and the item number and the result.
8. Please put your signatures at the bottom of the log.
Date Item Unique
number
Result
Nov 25 2014 Glove/apron xxxxx Cracked/passed
9. Immediately discard items showing any crack/cracks
You as an operator must
wear a lead apron and
gloves for your own
protection from radiation
while testing.
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51. Downtown Radiology 48
Appendix 1.- Contact Information
Name Designation Email Phone
Gardiner, Ian
Gardiner
Medical Director Doc.ian@telus.net 6046889428
Bivadi, Arshia Owner, President,
CEO, IT Incharge,
Biomedical
supervisor
admin@chinatownradiology.ca 6046889428
Dr. Zeev Maizlin Radiologist Zeev25@yahoo.com (604)688-9428
Dr. Tony Myo-
Lwin
Radiologist tonymyolwin@hotmail.com
Gracia, Edgar Office Manager,
Radiography
Supervisor
edglor@hotmail.com 6046889428 (O)
6046534627 (C)
Guglani, Vishal Ultrasound
Supervisor
Vrmvg2006@yahoo.com 6046889428 (O)
7783873056 (C)
Lee, Lisa Office
Administrator,
Clerical Services
Supervisor
l.lee@chinatownradiology.ca 6046889428 (O)
7782336829 (C)
Olga Zelinska Sonographer
Qin, Wuxuan Sonographer Wuxuan_qin@yahoo.com 6046889428
Pervez (Peter) Sonographer 6046889428 (o)
Rafiq, Nargish Sonographer rafiqnagish@gmail.com 6046889428 (O)
6043545503 (C)
Chan, Helen Front desk
operator
Helenmfchan1668@hotmail.com 6046889428 (O)
6048160088 (C)
Liang, Qi qi
(Serina)
Front desk
operator
Serinaliang119@@gmail.com 6046889428 (O)
7783278088 (C)
Patrick Espiritu Radiography
Technologist
Patespiritu0@gmail.com 6046889428 (O)
6046162134 (c)
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52. Appendix 2 Inventory 49
Appendix 2. - Inventory of Radiation
Safety Equipment
• 9 Lead Aprons
• Leaded Gloves 1 pair
Blue wrap-around 1
Maroon wrap-around 1
Long blue with collar 1
Printed Blue 1
Black 1
Short Blue 1
Green with collar 1
Pink wrap around 1
Beige wrap-around 1
53. Downtown Radiology 50
Index
Accidental Spill.................... 10
Annual Salary....................... 33
breach of confidentiality ...... 20
Certification Prerequisites.... 30
Cidex-opa..................... 8, 9, 10
code of ethics ....................... 21
Compassionate Leave .......... 40
Confidentiality ..................... 18
Departure.............................. 37
Diagnostic Accreditation
Program..........4, 8, See DAP
Disability Leave................... 41
Discipline............................. 35
Dispute Resolution............... 45
Employer Property............... 39
Employment Equity ............. 30
Employment Vacation ......... 39
Eyewash stations.................... 9
Freedom of Information and
Protection of Privacy Act See
FOIPPA
Hand washing....................... 12
Harassment........................... 44
Hours of Work ..................... 35
Human Resources ................ 29
Intellectual Property............. 42
Jury Duty.............................. 40
Layoff................................... 38
Maternity, Parental and
Adoptive Leave................ 41
medical director 4, 7, 8, 19, 20,
32
Nepotism.............................. 31
No-Show .............................. 28
Orientation ........................... 31
Overtime .............................. 36
Performance Appraisals....... 34
Personnel File....................... 32
Pets....................................... 43
Probation.............................. 33
Professionalism.................... 34
Quality Control .................... 45
radiologist ... 4, 6, 7, 15, 19, 24,
26
Recruitment and Selection... 31
Renovations.......................... 43
Resignation .......................... 38
Scents................................... 43
Sick Leave............................ 39
Smoke Free Environment .... 43
spill kit pail .......................... 10
Statutory Holidays ............... 36
Termination for Cause ...... 37
Termination without Cause
.......................................... 37
Unpaid Leave....................... 41
Workplace Violence............. 44
