Employee Handbook Non-Discrimination Essay Example

harassing, or retaliatory. 2. Highlight potential employment-related complications early to avoid harmful and expensive situations relating to discrimination, harassment, and retaliation. A worker has the option to raise a complaint regarding discrimination, harassment or retaliation with the head of their department, or reach out to the Human Resources department directly. Optional Department Level: Every Department Head has an obligation to report any issues when approached by an employee with a complaint, directly to the Civil Rights Compliance Officer (or their deputy).

The Head of the department is expected to discuss with the Civil Rights Compliance Officer (or their representative) to devise a strategy for conducting inquiries and handling matters efficiently. If for any reason, attempts to resolve issues at the personal or departmental level don't work or the complainant feels discontent with them, they are advised to present their complaint to the Civil Rights Compliance Officer or their delegate. Upon receipt of any complaint relating to discrimination, harassment or retaliation, it is the responsibility of the Civil Rights Compliance Officer or their delegate to formally acknowledge it.

3. Initiate a swift inquiry. 4. If necessary, formulate a strategy to tackle the problems. 5. In cases where "found" unlawful or unsuitable actions, assign solutions to terminate it. Collaborate with the department heads, the person(s) filing the complaint, and the accused individual(s) to execute the plan and/or the solution.

How can your policy against discrimination prevent the organization from incurring liability?

A non-discrimination policy in an organization effectively prevents bias, by mandating that all potential employees, irrespective of their gender, religion, race, disability or skill level, are given fair consideration. The organization could face legal consequences if an incident

occurs due to lack of a clear statement against an employee, potentially leading to discriminatory acts in the workplace. Should an instance of bias occur without proper justification, the individual retains the right to continue their workplace communication and services with an option to submit a complaint to senior management or appropriate authorities for further action. Therefore thorough implementation and clear communication of a non-discrimination policy is critical.

A legal action might be launched and the organization could then be held accountable for all responsibilities and actions. Regarding liability, the organization can function efficiently without complications and workers will continue their roles within their business area. The equal treatment policy ensures that no employee is discriminated against, unless it disrupts the image and objective of the workplace in a way that impedes the provision of appropriate professional services.

What is the impact of your equality policy on employee morale and professionalism?

Having a positive working atmosphere greatly influences how well employees perform and their level of productivity. Particularly in a healthcare institution such as a hospital, studies have revealed that healthcare professionals are more likely to arrive at solutions while being under pressure, maintain their effectiveness at work, and hold an overall positive attitude even when faced with high stress and demanding work conditions (Kyle W. Luthans, Sandra A. Lebsack, & Richard R. Lebsack, 2008). Through the implementation of our non-discriminatory policy, our healthcare institution is committed to establishing an equitable and unbiased working environment.

Once this is achieved, a clear correlation can be seen between equitable work practices and employee contentment. The organization will start witnessing an enhancement in employee morale, which in turn boosts performance and yields

superior results. It leads to heightened professionalism as it brings down irritability at work, stress, and negativity (Kyle W. Luthans, Sandra A. Lebsack, & Richard R. Lebsack, 2008). High levels of employee productivity can only be realized when the organization fosters a work environment that evaluates and rewards all employees alike under non-biased work regulations and policies.

What strategy do you have in place to address state and federal anti-discrimination regulations in your handbook section?

Any form of prejudice against employees within our organization, as well as any associated individuals, is a severe infraction. State and federal laws formulated for employers aim to safeguard employees from such bias. These legislations were designed to deter employers from discriminating based on an individual's affiliation with specific groups. Compliance with these laws is mandatory for everyone within our organization. Acts like the Age Discrimination Act introduced in 1967 and the Americans with Disabilities Act of 1990 are perfect illustrations.

Several legislations are in place that outlaw discrimination in the professional environment. Among these laws, the Civil Rights Act of 1964 stands out, as it prohibits employment discrimination and forbids employers from showing prejudice based on an individual's race, color, religion, or origin. Such laws play a significant role in our organization and countless others globally. Our organization strives to comply with all local and national regulations mandated by the government. It's always advantageous for any entity to offer all its employees and applicants an equal chance.

What are the ethical factors to consider while designing this section?

Technical and service quality signifies the standard of health care provided. Hence, ethical considerations must be thoroughly deliberated and recognized as crucial across the organization.

The ethical norms, standards, and expectations persist across the corporate structure for the welfare of the employees and the establishment itself. The organization is modified to align with its mission, values, ethical codes, professional guidelines, and public policies.

According to Mathews (2006), “It's crucial in the management of individuals to pay heed to the emotions and interests of the managerial body whilst respecting the rights and objectives of both, the organization as a collective, and the individual. The aim is to create a fair, transparent, and accountable system for the employee”. The ethical considerations related to discrimination that are focused within the organization comprise:

Effectiveness of the organization in collaboratively making key decisions connecting patients and health care providers;

• The organization's ability to work collaboratively on ethical aspects in patient care;

• Respect for patient privacy and confidentiality;

• The organization's capability in implementing professionalism in patient care;

• Advancement of high ethical standards; and

• The support provided by the organization for maintaining ethical conduct in daily operations.

The institution plays a significant role in fostering behaviors centered on ethical environments, which are crucial in applying and weaving ethics meaningfully into the institutional culture.

Closing Comments

Our corporation has a strong stance against discrimination in all its forms. Numerous state and federal laws have been established to protect employees from bias in the workplace. These rules prevent employers from treating certain groups of people unfairly. We are committed to rigidly adhering to these anti-discrimination policies. Key acts like the Age Discrimination Act of 1967 and the Americans with Disabilities Act of 1990, act as safeguards against discriminatory behavior within professional spaces.

The Act of Civil Rights from 1964, a prominent piece of legislation, prohibits

job discrimination due to characteristics like ethnicity, skin color, religious conviction or origin. Such enactments have profound implications for our enterprise and numerous others. We pledge to comply with every state and federal rule mandated by government bodies within our entity. Our aim is to foster an equitable and impartial environment for all potential and current employees.