Handbook: Discrimination and Safety Laws

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Employee Handbook Nondiscrimination Paper
(Equal-employment Opportunity laws/ Health and Safety Laws)
Meyoka Dotson and Lauvata Drew
HCS/430
February 13, 2013
Beverly Green Rashad

Within our paper Team A will discuss to you some brief information concerning laws in healthcare. You will read all about health and safety laws, as well as equal-employment opportunity laws. They all are very important regarding your health and laws that protect you while you are on your job. This gives a person the right to work where there is no risk, concerning health and safety issues. The health and safety issues in a work place should be kept under control, the safety laws are put in place to keep everyone safe on the job.

Health and safety laws are critical in the workplace; the work act 2005, now known as the 2005 Act, this Act gives a general guidance of the roles of each party in the process of safety laws in healthcare. Exchanging of views to reach a decision in healthcare, as well as all companies the laws are enforced for many reasons. “The nondiscrimination issues that are usually always addressed in any workplace are, actions such as hiring, firing, demoting, and promoting based on a prejudice of some kind of results in the unfair treatment of employees. With some significant exceptions, such as affirmative action, discrimination is strictly forbidden by a countless numbers of federal laws. Many organization positions in response to these issues are, if you operate an Equal Opportunities Policy, it should cover such areas as: Being opposed to all forms of discrimination, on the grounds of age, appearance, body size, caring responsibilities, caste, class, culture, HIV status, homelessness, immigration status, learning ability, mental health, nationality, physical ability, political beliefs, race / ethnicity, religion, sexuality and unrelated criminal conviction”(Equal Employment Opportunity,2001). Declare your intention to work to promote equality of opportunity in employment practices, access to services, service provision and selection. States that are responsible for implementing, promoting and monitoring of this policy; besides the legal duties not to discriminate, all staff both paid and unpaid have a responsibility to ensure. Nondiscrimination policy and health and safety laws impact all organization liability pretty much the same way. Typically, a company or organization's policy against discrimination, are mainly found in the employee handbooks or rules, this can act as a shield in the event that an organization gets sued for discrimination. The organization can minimize its’ liability in a lawsuit by proving that it has policies that promptly and adequately addresses any employee's complaints or reports of discrimination and is therefore, not negligent. “These types of nondiscrimination policy and health and safety law impact employees in different ways, depending upon the case in our opinion. For example if the case is regarding Disability, there is a disability law that will protect all employee’s called Americans with Disabilities Act (ADA) .The ADA prohibits discrimination on the basis of disability in employment, State and local government, public accommodations, commercial facilities, transportation, and telecommunications. It also applies to the United States Congress. To be protected by the ADA, one must have a disability or have a relationship or association with an individual with a disability. An individual with a disability is defined by the ADA as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such impairment, or a person who is perceived by others as having such impairment” (Equal Employment Opportunity commission, 2009). “Criminal Law issues to consider in relationship to equal-employment opportunity laws and health and safety are on an entirely different outcome. Some of the issues are most...
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