Example of a of Sexual Harassment Prevention Policy
IT IS AGAINST THE POLICY OF THIS HOSPITAL and is illegal under state and federal law
for any employee male or female, to sexually harass another employee. This hospital is
committed to providing a workplace free from this unlawful conduct. It is a violation of this
policy for an employee to engage in sexual harassment.
Sexual harassment is a form of sexual discrimination and means unwelcome sexual advances,
requests for sexual favors and other verbal or physical conduct of a sexual nature when:
1. Submission to that conduct is made either explicitly or implicitly a term or condition of
employment;
2. Submission or rejection of such conduct by an individual is used as the basis for
employment decisions;
3. The conduct has the purpose or effect of substantially interfering with an individual’s
work performance or creating an intimidating, hostile or offensive work environment.
Any employee or applicant who feels that he or she has been sexually harassed should report the
complaint to his or her immediate supervisor or to the Human Resource representative. In
addition if any employee or applicant feels that a member of the public, a service provider or an
official of the entity has harassed him or her during the course of employment, the employee
should report the complaint to his or her immediate supervisor or human resources
representative. There will be no reprisals against any employee or applicant for making such a
report.
The hospital will conduct a prompt and thorough investigation of all complaints of sexual
harassment. The hospital will make every effort to keep the complaint and its investigation
confidential, except as may be reasonably necessary to successfully complete the investigation.
It will be a violation of this policy for any person who learns of the investigation or complaint to
take any retaliatory action that affects the work environment of the complainant or any person
involved in the investigation.
If the allegations of sexual harassment are found to be credible, appropriate corrective action
will be taken. Substantiated incidents of sexual harassment on the part of an employee will be
treated as a disciplinary infraction, with penalties up to and including termination in accordance
with the employee discipline section of the personnel policy.
Every supervisor is responsible for promptly responding to or reporting any complaint or
suspected act of sexual harassment. Supervisors should report to the human resources director.
Failure to report or adequately address such harassment will result in disciplinary action in
accordance with the employee discipline section of the municipal personnel policy.
Job Posting Policy
Human Resource Policy:
Carlton City Methodist Hospital employment openings are posted on the Job Opportunities List by the
Human Resources Department upon receipt of an approved Personnel Requisition. This posting includes
the title of the position, department, labor grade, hours, and a brief summary of qualifications (minimum
requirements).
A. Without exception, all open regularly scheduled positions must be posted, unless there is a
qualified employee in immediate jeopardy of layoff (i.e. their position was not held and not
available upon return from an approved leave of absence or termination due to a reduction in
force.
Open regularly scheduled positions which provide transfer or promotional opportunities within a department may be posted within the
department, with Human Resources advance authorization. Transfer applications must be submitted to Human Resources for a determination of
eligibility for transfer and whether the applicant meets the minimum requirements of the position..
B. Qualified in-house applicants shall be given preference over non-Carlton City Methodist Hospital
applicants.
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Qualified is defined as meeting the minimum requirements of the position as described by the
position description.
The Human Resources Department will be responsible for determining an internal applicant's
eligibility for transfer and whether the applicant meets the minimum requirements for the
position.
Internal applicants who do not meet minimum requirements for the position will be informed
by the Human Resources Department and will not be provided a departmental interview.
All openings are posted five (5) business days before any external recruiting activities begin,
(exclusive of entry-level positions).
Qualified in-house candidates will be considered and interviewed by the hiring department
before external candidates can be interviewed.
To insure full consideration prior to external applicants, internal candidates must submit a
transfer application by the fifth (5) day an opportunity is posted.
C. The Job Opportunities List is updated regularly and is posted at several locations around the
Hospital. It is also distributed to various agencies and schools throughout the community to
attract external applicants and to adhere to affirmative action requirements.
D. Employees of Carlton City Methodist Hospital shall be afforded equal opportunity in all aspects
of employment, including transfer and promotional opportunities, without regard to race, color,
religion, national origin, disability, sex, age, political affiliation, or status as a veteran of the
Vietnam era.
POLICY: WORKPLACE VIOLENCE
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It is the policy of Mid-Town Physician’s Clinic (M-TPC) to assure a safe, healthy and efficient
working environment for all employee patients, and visitors; and to reduce or eliminate
disruption to the atmosphere and operations M-TPC. To maintain these vital interests,
employees must be provided a workplace free of violence. For the purposes of this policy,
workplace violence is defined as harassment. threats and intimidation as well as intentional
battery, rape and homicide committed relating to a person's employment, or growing out of or
from a relationship at work. Any act perceived as threatening or menacing to an individual,
group of individuals, or the organization may be deemed as workplace violence.
Acts deemed as workplace violence are considered critical incidents.
A. Types of workplace violence include, but are not limited to, the following:
1.
Employee/Employer-directed violence: an employee who engages in violence
against an employee, employer, manager or supervisor.
2.
Domestic-related violence: a romantically estranged partner or would-be partner
strikes out against the object of his/her affection.
3.
Property directed violence: employee acts against employer designed to damage
company property (e.g. sabotage. vandalism, theft).
4.
Ethnic intimidation: an employee engages in violence against an employee,
employer, manager or supervisor by reason of race, sexual orientation, etc.
5.
Commercial-related violence: employee perpetrates events, including theft of money,
property or property information that also involves violence.
B. Types of violent behaviors include, but are not limited to, the following:
1. Destructive, aggressive and/or assaultive actions and/or threats to self. to others, or to
property.
2. Expressions of suicidal or homicidal intent or thoughts.
3. Unusual agitations or excitement, possibly accompanied by incoherent verbal
behavior.
4. Severe withdrawal from interaction with other persons.
POLICY: WORKPLACE VIOLENCE (Continued)
PAGE 2 OF 2
5. Harassment, threats, intimidation, intentional battery, rape and homicide committed
relating to a person's employment, or growing out of or from a relationship at work.
Consistent with personnel policy regarding Harassment Prevention, harassment
consists of unwelcome conduct, whether verbal, physical or visual, and may include,
but is not limited to: foul or offensive language, verbal mistreatment, gestures, direct
or indirect threat(s), angry outbursts, insults, verbal attacks, physical contact or other
conduct that does not treat each person with respect, fairness, compassion and
concern.
C. Any M-TPC staff member or employee, who discovers, witnesses, or is notified of an act
of violence or violent behavior occurring on M-TPC property as described in this policy
has a duty to warn by reporting the critical incident to the Clinic Manager. Employees
who report critical incidents consistent with this policy will not be retaliated against.