Thursday, May 16, 2019
Discrimination Policies in Health Care
America is one of the most diverse countries in the world with sight of many cultures, ethnicity, genders, and religion. However, it has not always been as tolerant of its diversity as evident of Americas history on race, religion, and gender relations. As a resultant of this history, Title septet of the well-bred Rights lay out of 1964 was enacted and prohibited employment secretion based on race, color, religion, sex, or national origin. The U. S. cope with Employment prospect missionary post (EEOC) enforces all of these laws (FMWM, 2008).Even with laws society still faces many different forms of discriminations including rate of pay, obesity and because of the time we brave out in religion. Our laws and society argon not perfect but they strive to create a give away graze place for all Ameri preempt citizens. Organizations today protect themselves from liability and their employees from discrimination by exploitation policies and implementing training programs to edu cate and define acceptable ways to treat one another in the workplace. A nondiscrimination policy in an employee handbook is very important, and could help prevent issues in the future of any giving medication.Every person should have the right to work in a nondiscrimination organization and not be threatened because of his or her personal beliefs. This policy should help ensure that all employees are aware of the organizations policies and give no room for doubtfulnesss on how an employee should expect to treat or be treated during employment in that organization. The policy demand to be presented to employees at the time of hire and enforced throughout their entire employment. In the policy should be nondiscrimination laws, regulations, policies, and organization executive swans.Read withal Analyze the Ways in Which British Imperial PoliciesDiscrimination against anyone on the basis of race, color, creed, religion, sex, age, national origin, marital status, sexual orientati on, physical or mental disability, gender identity and expression, familial or parental status, genetic information, veteran status, or any other protected classification will not be tolerated (JHH, 2009). The organization should take proper steps when hiring new employees by carefully check all prospective candidates. The interviewing manager needs to ask important questions to see if that new mployee will vista into the culture of the organization. Background checks, drug test need to be done before hiring. In order for the nondiscrimination policy to be effective all protected violation must be addressed and responses to every issue need to be handled as soon as possible. This will leave no question in an employees mind that everyone is treated according to the policies set forth by the organization and the law. No employee can be the exception to the rule or this policy will leave room for phantasm and eventually fail.Regardless of what personal views management has, the orga nizations policies are executed. Nondiscrimination policies in an organization limit liability by promoting comparison in the workplace and a unified workforce. An effective anti-discrimination policy helps an organization promise issues, manage them, and then continue with business (Duncan, 2004). Organizations must ensure their anti-discrimination policies fully deal with all electric potential issues but not be so detailed and sophisticated that no one understands it.Ultimately, employers are prudent for ensuring a healthy work environment by providing policies and educating employees on discriminatory practices and harassment, as well as preventing liability for the organization (Fremgen B. F. , 2009). Discriminatory practices can be direct or indirect and both can have a negative impact on the work environment and the organization. Direct discrimination occurs when a direct distinction, preference, or exclusion is made, for example, a job description or advertisement that s pecifies applicants of a authentic age, race, creed, or color (ILO, 1996-2010).Many of these types of discriminatory actions are addressed in federal and state laws, and can ensue to litigation for the organization. Indirect discrimination is less obvious and occurs when neutral practices result in un allude sermon for example, scheduling job assignments or training sessions that interfere with an employees family obligations. These types of issues do not usually result in litigation, but they do cause unrest and dissatisfaction in the workplace if not resolved (ILO, 1996-2010). In todays competitive environment organizations need to find new methods to reate a culture of equality and chance in the workplace. Many organizations conduct mandatory training for all managers on non-discriminatory practices in an ride to increase efficiency and productivity (Duncan, 2004). Equal opportunity and treatment allows an individual to develop their own unique(p) set of talent and skills, as well as recognize their own value. Equal opportunity practices make better productivity, increase a sense of fairness, lower staff turnover, increase motivation, and provide a less stressful work environment.The Equal Employment Opportunity turn of 1972 is the act that gives the Equal Employment Opportunity Commission (EEOC) authority to sue in federal courts when it finds reasonable cause to believe that in that respect has been employment discrimination based on race, color, religion, sex, or national origin (EEOC, 2009). The EEOC is responsible for coordinating the Federal governments employment non-discrimination effort. In the case of public employment, the EEOC refers the matter to the United States attorney general to guide the lawsuit.The U. S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws and provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies (EEO). Different federal agenci es enforce federal laws concerning workplace discrimination issues. Unless the government speaks together upon non-discriminating matters within employment, workers rest confused about what rights they have and how to protect them.Employers may be uncertain of their obligations and how to comply voluntarily with their effectual duties. Other federal laws not enforced by EEOC also prohibit discrimination and reprisal against federal employees and applicants. The Civil Service Reform Act of 1978 (CSRA) contains a number of prohibitions, known as prohibited personnel practices, which are designed to promote fairness in federal personnel actions (U. S. Department of Health & Human Services). The chair appoints five commissioners and a General Counsel whom oversees the affairs of the EEOC.According to the Chair, the chief executive officer of the commission is responsible, on with the General Counsel, for conducting EEOC enforcement litigation under Title vii of the Civil Rights Act of 1964 (Title VII), the Equal Pay (EPA), the get on with Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA). The laws enforced by the EEOC are * Title VII of the civil Rights Act * Equal Pay Act of 1963 * Age Discrimination in Employment Act of 1967 (ADEA) * Rehabilitation Act of 1973, Sections 501 and 505 Titles I and V of the Americans with Disabilities Act of 1990 (ADA) * Civil Rights Act of 1991 (EEO) Many states have equal employment opportunity commission equivalents that enforce state employment discrimination laws and related regulations. State equivalents also investigate and resolve employment discrimination charges filed under state laws and under certain Federal laws. The confederacy judges individuals by their abilities, not their disabilities, and seeks to give full and equal employment opportunities to all persons capable of playing successfully in the companys positions.The company complies with all anti-discrimination laws, r egulations, and executive orders. The company emphasizes that the law does not promise a job or a promotion but meant to level the playing battlefield and make the rules the same for all applicants and employees. Equal employment opportunity programs include affirmative action for employment, as well as for handling discrimination complaints. Ethics in the medical industry is important because ethical motive demands that the healthcare professional make sure that the patient understands the consequences in terms of the issues that are important to the patient.If there is no understanding, there is no agreement and therefore no authorization to proceed (Garett, 2010). Ethical principles in healthcare refer to decisions or actions consistent with widely excepted ethics standards, norms, or expectations for a healthcare organization and its staff. One ethical consideration is strong leadership with a high regard of ethical values, which protect an environment and culture that suppor t ethical practices throughout a hospitals organisational structure.Fair hiring practices that bring in employees based on their knowledge, strength, abilities and competency for doing the job right. Also to enforce any codes, laws, or standards in the healthcare industry it is important to have a performance management system that is structured to your organizational needs. This is based on the ethical evaluation of patient care that allows for the examination of organizational performance to tell how well the rganization is performing relative to what is expected, ethical improvement in organizational performance and by implementing nonindulgent action that measures levels of expectations (McConnell, 2003). The Ethics process plays an important part in keeping viable communication amid health organizations and the patients, because ultimately it is the goal and mission of the organization to provide its consumers with a good or suitable experience. It is a sound principal to ha ve clear goals and a complete understanding of ethics. Title VII of the Civil Rights Act of 1964 and the U.S. Equal Employment Opportunity Commission (EEOC) governs and enforces the laws pertaining to discrimination. The healthcare industry should have a system in place to ensure that the highest ethical standards are maintained so that patients, family members, surrogates, employees and volunteers can work or be treated in a culture of professionalism. Good organizations know where ethical problems mogul occur and have solutions on how to resolve them. They must be committed to high ethical standards and morals consistent with an industry dedicated to the well-being of its customers.