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Non-Discrimination Issues
Resource
Non-discrimination is the act of treating people in fairness without prejudice. Non-discrimination policies are laws that prohibit discrimination in cities, state, schools, universities, colleges and workplaces. Federal laws and state laws forbid discrimination in employment. Different states have different rules in place to guard against discrimination, example, the California Fair Employment Practices Act prohibits discrimination in employment on the grounds of religion, age, sex, race, color, medical condition, physical handicap, marital status, and national ancestry or origin, and this applies to all employment agencies, employers and labor organizations. Federal 1964 civil rights act Title Vii (42 U.S.C. Section 2000e-17) prohibits discrimination in employment because of religion, sex, race, color or national origin. This applies to all employers that are in-charge of at least 15 workers on each working day.
Apart from these two laws which serve general application, there are other State and Federal laws that forbid employment discrimination in other particular areas. The main purpose of these laws is to eliminate discrimination by making it illegal and promoting equality among all people. Discrimination in a healthcare setup affects the patient negatively at the time of discrimination and also, it discourages that patient from seeking health care in the future. It can also affect the health care providers if the discrimination happens to them Lippert-Rasmussen, 2006()
Organizations position in response to nondiscrimination issues
The organization should express itself explicitly on all issues regarding nondiscrimination. They should leave as little as possible for the staff to translate. This includes stating all protected classes. The organization should treat all people with respect and dignity and give all equal employment opportunities. Expectations should be well explained, and company policies be indicated. These policies include termination policies, good work ethics and expectation....
The organization should promote consistency and transparency in its operations.
Favoritism should not be shown to any person, and the consequences should be spelt out of not complying with the policies. Every action that is against the organizations policies should have its punishment spelt out explicitly. This ensures that nothing is left to interpretation. The organization's policies should be in line with the state laws or federal laws. The organization should carry out competency training. The training ensures that staff members realize the importance of putting aside their personal beliefs and instead adhere to the organization's inclusive policies when dealing with other people including the patients and other workmates.
This way the organization is able to create an environment that is inclusive and respectful to all patients. This makes the organization friendly and reduces any obstacle that any individual may face while seeking medical attention. This improves the patient's experience and the employees working environment. The organization should lay down a grievance procedure that makes it easy for any complaint to be forwarded and be addresses efficiently. The procedure should be friendly and not tedious. The resolution of these grievances should also be efficient, and it should be clear what should happen if the complaints are not addressed e.g. An alternative means of problem resolution. The organization's nondiscrimination policies should not interfere with its normal operations. They should be able to blend with the operations, and not affect performance Department's 1991 title II, 2010()
How nondiscrimination policy limit the organization's liability
Non-Discrimination policy can cut back on the liabilities incurred by an organization in a great way. If the policies are followed well, the company can avoid unnecessary lawsuits, and subsequently reduce its liabilities that could be incurred from the lawsuit. The lawsuit may require a company to compensate for monetary losses, which include current…
References
Carrington, W.J., McCue, K., & Pierce, B. (2002). Nondiscrimination Rules and the Distribution of Fringe Benefits. Journal of Labor Economics, 20(S2), S5-S33.
Department's 1991 title II. (2010). ADA regulation. Retrieved from http://www.ada.gov/reg2.html.
Deslippe, D.A. (2004). "Do Whites Have Rights?": White Detroit Policemen and "Reverse Discrimination" Protests in the 1970s. The Journal of American History, 91(3), 932-960.
Liechty, J.M., & Anderson, E.A. (2007). Flexible Workplace Policies: Lessons from the Federal Alternative Work Schedules Act. Family Relations, 56(3), 304-317.
Discrimination against the elderly, against pregnant women, against women with children, against people of color are all prohibited under the law. The EEOC or Equal Employment Opportunity Commission was created to administer Title VII of the Civil Rights act and specifically to "progress race, national origin, religious, and sex discrimination claims pursuant to the statue" (Gregory, 2003). Is the EEC doing its job? During the first year alone after
Likewise the same percentages of responders assert that discrimination based on sexual orientation occurs at the companies that they work for. Eighty percent of the participants believe that a company's policy concerning discrimination against gays should not be determined by religious convictions. Fifteen participants reported that an employee of their company had been accused of discrimination based on sexual orientation. Additionally, seventy percent of participants assert that there company has
Discrimination There are many different types of discrimination that exist in the labor market today. There is ethnic discrimination as well as other discrimination like gender discrimination. Kenneth Arrow, the Nobel Prize winner, defined discrimination as "the valuation in the market place of personal characteristics of the worker that are unrelated to productivity" (Anonymous). Harassment can also be racial in nature or can be gender oriented. Harassment in the labor market
Transgender Employment Discrimination There is a growing body of evidence that transgender individuals frequently experience some type of discrimination during the employment process in the United States today. Although there are only a few high-profile cases, there are a significant number of employment claims being asserted. In terms of numbers, the high was reached in 1994 when almost 92,000 discrimination charges were filed with the Equal Employment Opportunity Commission. Since that
Hostile Work Environment: According to the 1993 decision of the United States Supreme Court in "Harris v. Forklift Systems Inc.," hostile environment harassment occurs when "the workplace is permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of the victim's employment and create an abusive working environment" (Cross and LeRoy Miller 497). Facts of the Case: In 1986, Teresa Harris, who was
Human Resource Management HRM (Human Resource Management) is the advancement and management of workers of an organization. It includes recruitment processes, representation and classification of positions at work. For these to be accomplished, laws governing human capital should be followed, and appropriate strategies should be kept in place including paying attention to the employees. Good Management of human capital, determines the success of many organizations Action training for supervisors Disciplinary training is a