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Medical Operating Procedure

The Hippocratic Oath & A Doctor's Place Around it

As an esteemed member of the Medical Department aboard Nanotrasen's research stations you may come across industrial incidents or sick crew members. You as a doctor should also be prepared for emergency situations, ready to treat and heal the crew and keep the station's performance at its peak.

At Nanotrasen we appreciate our essential workers.

Patient Privacy, and Confidentiality

Medical are expected to provide privacy for their patients. In order to do so patient should be evaluated in a private examination room.

Of course at some times this is an unfeasible request, during times of Emergencies medical is exempt from this requirement. They are also exempt in an occasions where the station does not offer private exam rooms.

These private evaluations should be handled as follows:

1. Guide patient to private exam room
2. Exam the patient for any illnesses or wounds
3. Treat the patient or prescribe them medicine
4. Release the patient

DNR/DNB

Patients are provided the ability to refuse certain medical care, even care that would possibly save their lives.

• Patients who do not wish to be resuscitated must provide a Do Not Resuscitate form that has been stamped by the CMO to prove Authenticity.
• Failure to follow the DNR form will result in a charge of "Failure to Comply".
• The same applies for a patient who does not wish to be borged, they will require a Do Not Borgify form that has been stamped by RD to prove Authenticity.

Demoting due to Medical Reasons

The procedure for demoting on-duty personnel due to medical or psychological reasons involves several steps and input from multiple parties. The Chief Medical Officer may declare any on-duty personnel unfit for duty and remove them from their position, including the Captain. This procedure may not be overruled by anyone but Central-Command.

1. Identification of the issue: The medical or psychological issue that is preventing the person from effectively performing their duties must be identified. This may involve input from medical or psychological professionals on the station, or from the person themselves.
2. Assessment of the situation: The situation has to be assessed by the head of personnel, or another designated person, to determine the severity of the issue and the impact it is having on the department and the overall functioning of the station.
3. Discussion with the person: The person has to be informed of the issue and the proposed demotion, and given the opportunity to provide their input and perspective on the situation.
4. Decision-making: A decision is to be made, with input from all relevant parties, on whether the person should be demoted and if so, what would be the suitable alternative role, if any. In order for a medical evaluation to be considered correct, two heads, one of which must be the CMO, must agree that the specified crewmate is unfit for duty and the head of personnel must agree in order for their demotion.
5. Implementation: The demotion has to be implemented, with the person being reassigned to a different role or department. The new person must be trained and brought up to speed on the department's operations.
6. Follow-up: The medical or psychological issue that led to the demotion has to be closely monitored, and if necessary, appropriate steps needs to be taken to ensure the well-being of the person and to prevent a recurrence of the issue.

• To be able to demote a crew member despite lack of leadership, the following reporting chain must be followed:
  • Chief Medical Officer ⇒ Psychologist ⇒ Doctor ⇒ Head of Security ⇒ Warden

• If there is no Head of Personnel, the following reporting chain must be followed:
  • Head of Personnel ⇒ (Acting) Captain ⇒ Head of Security ⇒ Warden

Important

It should be noted that two different persons must always participate in this decision process, otherwise the demotion is to be treated as invalid.