Equal Employment Opportunity and Non-Discrimination Policy
I. Purpose of Policy
This policy establishes that Dartmouth-Hitchcock (D-H) is an Equal Employment Opportunity and Affirmative Action Employer that prohibits unlawful employment discrimination, as well as provides a method for reporting concerns of employment discrimination.
II. Policy Scope
This policy applies to the following persons at all Dartmouth-Hitchcock locations:
- Associate Providers
- Non-Provider Staff
- Temporary Staff
- Per Diem/PRN Staff
- Geisel (credentialed/privileged)
- Dartmouth College (credentialed/privileged)
- Geisel (non-credentialed/non-privileged)
- Dartmouth College (non-cred/non-priv)
Nothing in this policy provides any contractual rights regarding employee treatment, nor does anything in this policy alter or modify the employment-at-will relationship between D-H and its employees.
IV. Policy Statement
Dartmouth-Hitchcock (D-H) is an Equal Employment Opportunity/Affirmative Action employer and it is D-H’s intent to provide a work environment free from all forms of employment discrimination described below.
D-H does not discriminate in the terms or conditions of employment or in the recruitment, hiring, promotion, demotion, training, transfer, discipline, or discharge of any applicant or employee on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, genetic information, physical or mental disability, national origin, marital status, veteran status, citizenship, or any other category protected by law.
Employment decisions are based on merit, qualifications, and abilities, as well as D-H’s business and operational needs.
In addition, D-H will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
Reporting Concerns and Retaliation Prohibited
Employees are encouraged to bring to the attention of Employee Relations any incident that he or she believes involves discrimination or situations in which he or she may need a religious or disability accommodation. Any concerns that this policy may be violated may be reported to Employee Relations may be reached by calling at (603) 653-1570 or Employee.Relations@hitchcock.org. Employees concerned that discriminatory activity is occurring with Human Resources may report the matter to the Office of General Counsel. Upon receipt of the concern, D-H will promptly review the concern(s) and take remedial action it deems appropriate under the particular circumstance.
To support the reporting concerns, D-H prohibits retaliation against anyone for reporting a claim of discrimination or assisting or cooperating in an investigation. Anyone who feels that they have been retaliated against in violation of this policy may report such concerns to the persons identified above.
Any employee found to be engaging in behavior prohibited by this policy will be subject to disciplinary action, up to and including termination of employment.
Reports or concerns of discrimination or retaliation also may be submitted to the D-H Equal Employment Opportunity Officer at (603) 653-1570, the New Hampshire Commission for Human Rights at (603) 271- 2767, the Vermont Human Rights Commission at (800) 416-2010, or the Equal Employment Opportunity Commission at (800) 669-4000.
Laws Enforced by EEOC. (n.d.). Retrieved December 20, 2015, from http://www.eeoc.gov/laws/statutes/index.cfm
45 CFR Parts 80, 84, 86, 90 and 91 – Nondiscrimination Under Programs Receiving Federal Assistance Through the Department of Health and Human Services Effectuation of Title VI of the Civil Rights Act 1964. (n.d.). Retrieved December 20, 2015, from https://www.law.cornell.edu/cfr/text/45/part-80
Laws and Regulations Enforced by OCR. (2007, August 22). Retrieved December 20, 2015, from http://www.hhs.gov/civil-rights/for-providers/laws-regulations-guidance/laws/index.html
New Hampshire Law against Discrimination, N.H. R.S.A. 354-A:1, et seq.
New Hampshire Pregnancy Discrimination Act, N.H. R.S.A. 354-A:7
Vermont Employment Practices Act, Title 21 V.S.A. s. 495 (n.d.). Retrieved December 20, 2015, from http://legislature.vermont.gov/statutes/chapter/21/005
Government Contractors, Prohibitions Against Pay Secrecy Policies and Actions, 41 CFR Part 60–1, et. seq. 41 CFR Part 60–1 , Retrieved January 5, 2016, from https://www.gpo.gov/fdsys/pkg/FR-2015-09-11/pdf/2015-22547.pdf
D-H Policy ID: 962
- Table of Contents
- About GME
- ACGME Competencies
- Eligibility & Selection
- Agreement of Appointment
- Programs & Benefits
- Position Overview
- Confidential Reporting
- GME Policies
- Institutional Policies
- Code of Ethical Conduct
- Conflict of Interest – General and Business Affairs
- Conflict of Interest – Personal Gifts, Meals, Travel, Education
- Conflict of Interest – Consulting and Vendor Sponsored Activities
- Disability and Accommodation Policy
- Disruptive Behavior
- Equal Employment Opportunity and Non-Discrimination Policy
- Harassment Policy
- Nepotism and Relationships at Work
- Privacy & Confidentiality of Patient Information
- Substance Abuse and Drug Free Workplace Policy