Workplace Non-Discrimination

Employee Handbook: Workplace Equity and Non-Discrimination

Workplace discrimination is prohibited in the United States based on a person's race, color, religion, sex, or national origin. All employers must adhere to the non-discrimination laws as this gives almost everyone a chance to be employed without being discriminated against for any of the above mentioned reasons. In this paper the subject to be addressed is the non-discrimination issues in a health care organization and what the organizations position should be in response to non-discrimination issues. Learning team C will prepare a section of an employee handbook describing how the non-discrimination policy may limit the organizations liability and enhance employee morale and professionalism. Team C will include how to address state and federal laws regarding non-discrimination and discuss some ethical considerations involved in the design of the non-discrimination section employee handbook.

The non-discrimination issues to be addressed in this section of the employee handbook are to include an employee's race, color, religion, sex, and national origin. The employer is not legally allowed to discriminate in any aspect of employment. Any aspect of employment includes recruiting or hiring and terminating employees, and testing employees for any reason. It is illegal for an employer to discriminate when doing promotions, laying employees off, and advertising for the company. Discriminating employees when pay is concerned, including giving a raise in pay, offering specific benefits including retirement plans, and disability leave. Other discriminatory practices which are prohibited by law are fringe benefits, classification of employees, use of company facilities, employee assignment and transfers, training, and apprenticeship programs. Retaliation against employees who file discrimination claims is prohibited.

The Organizations Position on Non-Discrimination Issues

In accordance with the U.S. Equal Employment Opportunity Commissions standards discrimination will not be tolerated by any member of the staff or administration. Claims of discrimination will be taken seriously and investigated thoroughly. This organization is committed to a bias free workplace with equal opportunities for all qualified applicants. Harassment because of sex, age, religion, disability, sexual orientation, or perceived sexual orientation is not permitted. All employees must have a signed anti-harassment policy on file and attend an annual mandatory anti-harassment training. Every effort will be made to accommodate reasonably all employees with disabilities (EEOC, 2011). The administration is committed to a healthy working environment that celebrates diversity and respect.

Liability in Respect to the Non-Discrimination Policy

Discrimination and harassment lawsuits are preventable problems for well-run organizations. We want to educate our employees to discourage problems from arising. We have specific policies outlined and all employees are expected to refrain from the following behaviors

* Unwanted physical contact including grabbing, hitting, or pinching

* Written or verbal abuse or threatening behavior of any kind

* Unwelcome remarks, jokes, slurs, about another person

* Insulting comments or names

* Inappropriate cartoons or pictures

* Ignoring, segregating, or isolating a group or individual

* Negative treatment because of gender, race, disability, or sexual orientation.

It is important that all staff feel free to voice their complaints and concerns without fear of retaliation, intimidation, or coercion. All employees will be trained in out complaint resolution process that goes into action when a complaint is reported.

* A documented complaint should be made as soon as possible after the incident occurs. This should be given to your direct supervisor (unless complaint is against this supervisor then it moves to the next person in charge).

* The supervisor will relay the