The Oxford dictionary defines nondiscrimination as “fair and unprejudiced treatment of different categories of people” (“Definition,” 2014, p. 1). Discrimination in the workplace is not tolerable. The United States government has created laws to help people and business understand what nondiscrimination is and what is required to be compliant. Equal Employment Opportunity, Americans with Disabilities Act, Age Discrimination in Employment Act, the Civil Rights Act, and the Equal Pay and Fair Labor Standards address what is expected from a business for an employee.
Employees on a psychiatric floor are susceptible to discrimination just as easily as an employee on any other unit. The Americans with Disabilities Act (ADA) is known for making accommodations for physical and communication disabilities but “increasing numbers of employers have expressed a desire and need for information and ideas on accommodations for employees with psychiatric disabilities” (“Psychiatric disabilities,” n.d., p. 1). Accommodations may include providing a flexible workplace, different scheduling of hours, leave time, extra breaks, or other modifications that are helpful to the employee. Addressing nondiscrimination issues
The employee handbook should cover all nondiscrimination issues and be reviewed upon employment. Non-discrimination issues that must be addressed in an employee handbook are age, sex, race, religion, national origin, and disability. Harassment is also a big issue that needs to be addressed and this will cover all forms of harassment not just sexual harassment. Bullying in any form whether in person, through other employees or online will not be tolerated.
If discrimination occurs verbal warnings and write-ups will become part of the employee file and termination is possible. The organization is responsible for creating a strong environment of no discrimination, no harassment, and no retaliation with policies that are accessible and understandable by the employees. Employees should be aware of the immediate disciplinary actions that will be enforces if a violation occurs. Response to nondiscrimination issues
Communication is key when educating employees about how the organization will respond to discrimination. Reporting the discrimination to a department head or to a member of human resources in the first step to combatting discrimination. The employee must be able to report any form of discrimination without feeling any retaliation. A prompt investigation will commence and a determination will be made if the complaint will be acted upon. If disciplinary action is necessary then the appropriate level of enforcement will be documented with the employee who committed the discrimination. How might the nondiscrimination policy and health and safety laws impact the organization’s liability? How might the nondiscrimination policy and health and safety laws impact employees? How will you address state and federal laws regarding nondiscrimination and health and safety laws in your handbook sections? What are some ethical considerations involved in the design of these sections? What are some criminal law issues to consider in relationship to equal-employment opportunity laws and health and safety laws? What is your responsibility in regards to criminal law? Conclusion
Maximizing Productivity: Accommodations for Employees with Psychiatric Disabilities. (n.d.). Retrieved from http://www.dol.gov/odep/pubs/fact/psychiatric.htm Nondiscrimination. (2014). In Definition of nondicrimination. Retrieved from