Equal Employment Opportunity OHS

Policy Number Date of Issue Review Dates Revision Dates Policy Owner(s) OHS.HR.601 January 2002 September 2007 March 20...

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Policy Number Date of Issue Review Dates Revision Dates Policy Owner(s)

OHS.HR.601 January 2002 September 2007 March 2014 Human Resources – Talent Acquisition

Equal Employment Opportunity I.

Purpose The purpose of this policy is to affirm Ochsner Health System’s (OHS) commitment to equal employment opportunity for all employees and applicants without regard to race, color, religion, sex, age, national origin or ancestry, citizenship, sexual orientation, gender identity, veteran status, disability or any other protected characteristic under applicable law. This policy applies to all employment decisions including, but not limited to, recruiting, hiring, selection for training, promotions, transfers, demotions, pay practices, benefits, progressive discipline and terminations.

II.

Scope This policy applies to all Ochsner Health System (OHS) employees, Physicians, Advanced Practice Clinicians, Elmwood Fitness Center employees, Brent House Hotel employees, contract employees, agency employees, other facility labor. The term Ochsner Health System or OHS refers to Ochsner Health System, its subsidiaries and affiliates.

III.

Policy Statements A. It is the responsibility of OHS leaders to ensure equal employment opportunity, to identify problem areas and to monitor all Human Resource practices to ensure valid criteria are used for all employment decisions. Additionally, OHS leaders are responsible for taking appropriate steps to seek out, employ and advance in employment, members of protected classes. B. As part of this policy, OHS will also take affirmative action as called for by applicable laws and Executive Orders to ensure that minority group individuals, females, disabled veterans, recently separated veterans, other protected veterans, Armed Forces service medal veterans, and qualified disabled persons are introduced into the workforce and considered for promotional opportunities. C. A link to the federal EEO is the Law poster can be found in Section VIII of this Policy. All employees are encouraged to review it.

IV.

Procedures/Standards and Roles & Responsibilities A. Warner Thomas, President and Chief Executive Officer, has direct responsibility for OHS’s Affirmative Action and Equal Employment Opportunity (EEO) Program. B. The Human Resources Department shall have responsibility for dissemination and implementation of equal employment opportunity and affirmative action, internal and external communications, problem identification and resolution. This includes participation in the design and implementation of auditing and reporting systems to measure the effectiveness of the EEO and serve as a liaison between OHS and community organizations concerns with employment opportunity.

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Policy Number Date of Issue Review Dates Revision Dates Policy Owner(s)

OHS.HR.601 January 2002 September 2007 March 2014 Human Resources – Talent Acquisition

Equal Employment Opportunity C. OHS Leaders shall assist in the identification of problem areas, maintain involvement with local community organizations, periodically audit training programs and hiring and promotion patterns to eliminate any impediments that might exist to the attainment of goals and objectives to ensure employees are given full opportunity and are encouraged to participate in educational, training and other programs. Management will also conduct regular discussions with Department Leaders and employees to ensure EEO policies are being followed and the spirit of equal opportunity is promoted in their areas of responsibility. D. Decisions affecting employment and conditions of employment, in addition to being non-discriminatory, will be designed to further the principles of equal opportunity. E. OHS has developed a written Affirmative Action Program which sets forth policies, practices and procedures which OHS is committed to applying in order to ensure that its policy on non-discrimination and affirmative action for qualified individuals is accomplished. This Affirmative Action Program is available for inspection by any employee or applicant for employment upon request through the HR Service Center. Any questions should be directed to your leader or HR Advisor. V.

Enforcement and Exceptions A. HR Compliance & Regulatory department will establish and maintain an internal audit and reporting system to allow for effective measurement of the company’s programs. B. Employees and applicants shall not be subjected to harassment, intimidation or any type of retaliation because they have a. filed a complaint; b. assisted or participated in an investigation, compliance review, hearing or any other activity related to the administration of any federal, state or local law requiring equal employment opportunity; c. opposed any act or practice made unlawful by any federal, state or local law requiring equal opportunity; or d. exercised any other legal right protected by federal, state or local law requiring equal opportunity. C. Provisions in applicable laws providing for bona fide occupational qualifications or business necessity will be adhered to where appropriate.

VI.

Definitions [This section intentionally left blank.]

VII. Internal References [This section intentionally left blank.]

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Policy Number Date of Issue Review Dates Revision Dates Policy Owner(s)

OHS.HR.601 January 2002 September 2007 March 2014 Human Resources – Talent Acquisition

Equal Employment Opportunity VIII. External References Title VII of the Civil Rights Act of 1964 (Title VII) Title I of the Americans with Disabilities Act of 1990 (ADA) The Age Discrimination in Employment Act of 1967 (ADEA) The Equal Pay Act of 1963 (EPA) The Pregnancy Discrimination Act Section 503 and 504 of the Rehabilitation Act of 1973 Executive Order 11246 and implementing regulations EEO Law Poster Link (http://www1.eeoc.gov/employers/upload/eeoc_gina_supplement.pdf) EEO Law Poster Link (Spanish) (http://www.eeoc.gov/employers/upload/eeoc_gina_supplement_spanish.pdf) IX.

Approved Warner Thomas, President and Chief Executive Officer Michael Hulefeld, Executive Vice President and System Chief Operating Officer Wendy Willis, Vice President, Human Resources – Strategy, Staffing, Compliance and TA

X.

Policy History Former Policy

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Equal Employment Opportunity HR.600.01