Category: HR-GEN
POLICY & PROCEDURE
Subject:
Anti-Harassment and Non-Discrimination
Classification:
Management Approved
Policy Owner:
Senior Vice President, Human Resources
Approved by:
WFH President and CEO
Effective: March 1, 2012
POLICY:
It is the policy of Wheaton Franciscan Healthcare (WFH) to provide a work
environment free from all forms of harassment and illegal discrimination that inhibit
effective communication, productivity, and patient care.
RATIONALE:
Our Mission and Values call us to treat all people with dignity, respect and
compassion as well as to honor diversity in practices of faith, tradition and culture.
SCOPE:
This policy applies to all WFH associates and job applicants in the owned and
managed regions.
PROCEDURE:
WFH expressly prohibits any harassment or illegal discrimination based upon race,
sex, age, religion, disability, marital status, national origin, genetic information, sexual
orientation, ancestry, membership in the military forces, and any other basis
prohibited by law.
Harassment may occur whenever unwelcome conduct, comments, touching, teasing,
joking or intimidation based on any of the behaviors interferes with work or creates an
intimidating, hostile or offensive work environment.
Harassment can also occur when submission to sexual advances, or verbal or
physical conduct of a sexual nature, is made either explicitly or implicitly a term or a
condition of an individual’s employment, or whenever submission to or rejection of
such conduct is used as a basis for employment decisions.
Associates who violate this policy will be subject to corrective action up to and
including termination.
As conduct, comments, or behavior that might be offensive to some associates might
be considered inoffensive by others, it is difficult for leaders to learn of and take
corrective action to halt harassing or discriminatory behavior, unless the affected
associate reports the behavior that is inappropriate, offensive or unwanted.
The associate is encouraged to approach the alleged violator of the policy to discuss
the issue and ask him/her to immediately stop the offensive activity. This step is not
required if it makes the associate uncomfortable or is not effective.
Regardless of whether the associate decides to talk with the alleged violator of the
policy, the associate or witness is required and has a duty to promptly report the
conduct to any of the following individuals:
1. The associate’s immediate supervisor, manager or administrative representative.
2. Human Resource Director or Human Resource Representative
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Anti-Harassment and Non-Discrimination
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3. Corporate Compliance Liaison or the Compliance Helpline.
All claims of harassment will be treated seriously and will be investigated in a timely
and thorough manner. Confidentiality will be maintained as much as possible during
the investigation.
If an investigation reveals that harassment or retaliation has occurred, management
will take prompt and appropriate corrective action reasonably designed to halt the
harassment and prevent reoccurrences, which may include correction action up to
and including termination.
Retaliating or discriminating against someone for complaining about harassment is
prohibited. Retaliating against witnesses or other associates who cooperate in a
harassment investigation is also prohibited.
Replaces:
Covenant Harassment Policy—Policy No. II B 5.1
All Saints Healthcare Anti-Harassment and Non-Discrimination
Marianjoy Anti-harassment and Nondiscrimination– Policy No.: 916
Covenant Health System-Iowa – Policy No. HR003
Compliance Line Operations CC-4
Cross reference:
Review Period:
One (1) year
Original Policy Date:
May 10, 2005
Dates Updated:
July 1, 2007; January 1, 2010; May 1, 2011; March 1, 2012
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