An HR (Human Resources) handbook is a document that outlines the policies, procedures, and guidelines that employees of an organization should follow. It is typically provided to new employees during the onboarding process and serves as a reference guide for existing employees.
NPB Consultants is one of the leading healthcare companies of the world specializing in providing value-driven revenue-healthcare solutions. We create value for physicians and hospitals through scalable solutions that help facilities improve patient care and maximize reimbursement. We offer a HIPAA-compliant complete medical back office for medical facilities. We have been operating as a healthcare service provider for the last 13 years since July 2, 2008. We bring together highly evolved people, processes, customer-focused capabilities, and well-knit service enablers to ensure long-term, mutually beneficial partnerships that deliver on commitments.
To be a provider of high-quality patient-focused health care that is readily accessible, cost-effective, and meets the needs of the communities we serve.
Our vision is to be a leading provider of revenue cycle management services for healthcare organizations, delivering innovative solutions that optimize financial performance and improve patient outcomes.
The HR process of Revenue Cycle Management (NPB)
involves managing the human resources required for
effective operations. The following are some of the key
values of the HR process in NPB:
1. Efficient staffing
2. Employee development
3. Talent retention
5. Performance management
6. Team building.
The organization is committed to providing equal employment opportunities to all employees and applicants for employment. All employment decisions, including recruitment, hiring, training, promotions, and terminations, are based on merit, qualifications, and business needs. The organization prohibits discrimination based on race, color, religion, sex, national origin, age, disability, or any other legally protected status.
These are essential components of a company's growth and success. It refers to the process of imparting knowledge and skills to employees to enhance their job performance, career growth, and overall productivity. Training programs can cover various aspects of an employee's job, including technical skills, soft skills,management skills, and leadership skills. It can be conducted through various methods, such as online courses, on-the-job training, classroom sessions, seminars, workshops, coaching, and mentoring. The benefits of employee development and training are numerous. It helps to: Improve employee performance and productivity Enhance employee engagement and job satisfaction Retain talented employees Foster a culture of continuous learning and growth Increase the company's competitiveness and profitability Ensure compliance with laws and regulations Develop future leaders and succession planning To ensure the success of employee development and training programs, companies need to have a well-designed plan that aligns with the company's goals, the employees' needs, and the industry's trends. It should be regularly evaluated and updated to ensure its effectiveness and relevance.
Employees are expected to work their assigned hours as specified in their employment contract All employees will follow the normal working hours as follows: Day shift- Monday to Friday (1 st Saturday and 3 rd Saturday off) Night shift- Monday to Friday (all Saturdays are off) 1 st 2 nd & 3 rd Saturday will be off for the Coding team, subject to each employee doing their absolute best to meet fortnightly targets. Along with the 4 th, Saturday working with 4 Saturdays in a month and the 3 rd and 5 th Saturday working with 5 Saturdays in a month. The working hours are designed to meet and exceed customer requirements. Employees may be required to extend working hours accordingly.
To ensure that the processing of salary happens correctly
keeping in mind days of presence and absence.
Pre-requisites: It is mandatory to maintain an attendance
register/Biomatrix in the office.
It is mandatory for all employees to sign the attendance
register long with in-time. The following legends would
represent various forms of attendance on the muster.
P - Present
L - Leave
CL – Casual leave
EL- Earn leave
W- weekly off
C- Compensation off/holidays.
A) Provident Fund Benefit Policy
To comply with the statutory regulations governing
employee provident fund
1. The benefit of the Provident Fund is extended to having a salary scale up to Rs.15000/-per month for all employees from the date of joining their services with the company under the Employee Provident Fund & Misc. Provisions Act, 1952. The rate of contribution is as given below: Employer’s contribution: 12% of Basic salary per month Employee’s contribution of 12% of Basic salary per month 2. The benefit of Provident Fund is extended to interest employees having a salary scale of more than Rs15000/- per month from April month of the next financial year, their services with the company under the Employee Provident Fund & Misc. Provisions Act, 1952. Employer’s contribution of Rs1800/- per month Employee’s contribution of Rs1800/- per month 3. After a salary of Rs15100/-, it is optional. If an employee desires to contribute to an EPF account, the company withholds employee shares of contribution from the employee’s pay. 4. Salary beyond 15100/- will have employee and employer contributions deducted from the employee’s salary. The contribution of both the employer and employee is operated through the monthly payroll. The monthly PF contribution for all employees of the company is deposited with the Regional Provident Fund Commissioner
B) Gratuity Benefit Policy Objective To comply with the statutory regulations governing employee gratuity. Eligibility The benefit of Gratuity is extended to all employees from the date of joining their services with the company under the Gratuity Act 1972. The amount of gratuity payable is 15 days salary for every year of completed service in the company calculated on the basis of 26 days a month on the last basic salary drawn immediately preceding the date with the employee becomes entitled for gratuity under the scheme. No Gratuity is payable if, on the date of leaving the service, the employee has not completed 1700 days of continuous service. However, in cases where termination of service is caused due to retrenchment, superannuation death physical disability of the employee, or transfer to any other associate/group company and the company to which he is transferred does not agree to take over the responsibility for payment of gratuity, the qualifying period of five years is not necessary for determining the eligibility for gratuity. No Gratuity is payable if the services of an employee are terminated due to disciplinary action or any action inquiry or legal suit is pending against the employee at the time of his leaving the service with the company. If an employee dies while in the services of the company, the amount of Gratuity payable in such an event is made payable to his/her spouse or if there is no spouse to his dependent children or other dependents. The Director has the final authority to decide and settle all the differences or issues, which may arise in the context of the interpretation of any clause of the scheme and his/her decision is considered to be final and binding.
C)Maternity Benefits for Female Employees: Wherever applicable, maternity leave shall be governed by the provisions of the Maternity Benefit Act, of 1961. Every confirmed female employee is eligible for maternity leave a maximum of two times during employment with the company. . Duration - 3 months . Payout - Basic salary . Disbursement - 1-month basic salary during the first month of leave and the rest two months after joining back in consecutive months (provided joins after three months).
D)Health Insurance: HDFC Ergo Mediclaim Policy Coverage with a partial premium of 1500/- pm, can be opted for by employees after completion of probation period.
E)Also Leave Encashments & Incentives are applicable from time to time as per the company policy.
Employees are eligible for leaves, including vacation, sick leave, and personal days, based on their length of service and job classification. Employees are encouraged to use their leaves to maintain a healthy work-life balance.
ObjectiveTo define leave entitlement for all employees.
EligibilityAll employees on the rolls of the company are covered by the leave policy.
ScopeEntitlement for leave is prorated and shall commence from the day an employee joins the Company.
|Confirmed employees||Total Leave in a year||Jan to Mar (Quarter 1)||Apr to Jun (Quarter 2)||Jul to Sep (Quarter 3)||Oct to Dec (Quarter 4)|
|Number of Leave||20||5||5||5||5|
|Break-up of leave||08 CL + 12 EL||02 CL + 03 EL||02 CL + 03 EL||02 CL + 03 EL||02 CL + 03 EL|
|Total Encashment||12 EL +07 Bonus|
|Total Leave in a year||Jan to Mar (Quarter 1)||Apr to Jun (Quarter 2)||Jul to Sep (Quarter 3)||Oct to Dec (Quarter 4)|
|7 Hours shift||04 CL + 08 EL||01 CL+02 EL||01 CL+02 EL||01 CL+02 EL||01 CL+02 EL|
|Total Encashment||08 EL + 00 Bonus|
Employees receive an annual performance evaluation, which is used to assess their job performance, identify strengths and weaknesses, and set goals for the upcoming year. Performance evaluation is a critical tool for employee development and career growth.
Employees are expected to conduct themselves in a professional and ethical manner at all times. The organization has a code of conduct that outlines expectations for behaviour, including respect for co-workers and clients, honesty, and integrity. Employees who violate the code of conduct may be subject to disciplinary action, up to and including termination. The organization follows a progressive disciplinary process, which includes verbal warnings, written warnings, and suspension, up to and including termination. The severity of the disciplinary action is based on the nature and severity of the violation. Proper workplace conduct and behavior are essential for maintaining a positive work environment and ensuring that everyone feels respected, valued, and safe. Some examples of good workplace conduct and behavior include: Treating everyone with respect and dignity, regardless of their position, race, gender, or any other personal characteristic. Maintaining a positive attitude and being professional in all interactions with others. Keeping confidential information private and not sharing it with others who do not need to know. Taking responsibility for one's actions and being accountable for mistakes. Avoiding behaviors that could be seen as discriminatory, such as making derogatory comments or jokes about a particular group of people. Respecting the personal space of others and refraining from unwanted physical contact. Being punctual and reliable and fulfilling one's responsibilities in a timely and efficient manner. Communicating effectively and clearly with others and listening actively to what they have to say. Following company policies and procedures and adhering to ethical standards. By following good workplace conduct and behavior, employees can create a harmonious and productive work environment that benefits everyone involved. It also helps to maintain the reputation of the organization and can lead to increased job satisfaction, employee retention, and overall success.
This HR Handbook provides a framework for managing human resources in the organization. Employees are encouraged to read this Handbook carefully and refer to it when needed. The organization is committed to ensuring a fair and equitable workplace for all employees.