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Employee Protection

I need help with the following. I need references also.

I have to prepare a memo to a Sr. Manager who wanto to know the ares of employee protection the company should be aware of. I have identified the following areas:

Discrimination
Compensation and benefits
Representation and collective activity ( Labor and relations)
safety and health
Job protection and wrongful termination

I have to define ara and the significant of each area to the employment environment, state the applicable law tha governace the area and implication of violation. The employer is Texas Health and Human Service commission.

Solution Preview

Interesting assignment! One approach to helping you with an assignment like this is to provide information from various sources (and links for further research) for each area, which you can then draw on for your final copy. This is the approach this response takes. I also included some examples to illustrate how one health organization implements these laws to prevent violation (or at least, to minimize the likelihood of violating the laws), although you will probably not include these examples your final e-mail copy. It is more about promoting a deeper understanding of each area of employee protection. I also attached an excellent resource on the Texas Employee Benefits Law.

Let's take a closer look.

RESPONSE:

1. I have to define area and the significant of each area to the employment environment, state the applicable law that governance the area and implication of violation. The employer is Texas Health and Human Service commission.

Your e-mail might begin like this...

Dear Sr. Manager (use name),

As requested, I have identified the main areas of employee protection that the we should be aware of, including the applicable laws that govern these areas and the implications for violation.

Now let's look at some of the information that you can consider for each section:

1. Discrimination

Equal Opportunity Law in Texas prohibits employers, employment agencies and labor unions from denying equal employment opportunities in hiring, discharge, pay, fringe benefits, membership, training, and other aspects of employment because of race, color, national origin, religion, sex, age or disability.
http://www.twc.state.tx.us/crd/eeoposter.pdf

Under Title VII if the Civil Rights Law, the company's policies on hiring, promotion, work scheduling, and other conditions of employment are such that each employee and prospective employee will not be discriminated against because of race, color, religion, sex, national origin, disability or age (http://72.14.253.104/search?q=cache:oGde2w6RkQYJ:www.knoxcohospital.com/pdf/eHANDBOOK.PDF+healthcare+employee+handbooks&hl=en&ct=clnk&cd=3&gl=ca&client=firefox-a).

Implications of Violation

Violations of Discrimination Employment Laws have legal recourse, so it is important to be in compliance with these laws.

For example, each employee has a personal right and obligation to report any suspected violation of hospital policy, federal, state, local law or regulation immediately. To obtain guidance on an ethics, compliance issue or to report a suspected violation, the employee should be given several options, such as:
- Contact your supervisors or managers
- Contact your supervisors immediate manager or the next level of management.
- Contact the Human Resource Manager.
- Contact the Compliance Officer (http://72.14.253.104/search?q=cache:oGde2w6RkQYJ:www.knoxcohospital.com/pdf/eHANDBOOK.PDF+healthcare+employee+handbooks&hl=en&ct=clnk&cd=3&gl=ca&client=firefox-a)

ILLUSTRATIVE EXAMPLE 1:

EXCERPT

Knox County Hospital is an Equal Opportunity Employer and pledges to provide each employee, regardless of race, color, religion, sex, national origin, physical handicap, or age, with the opportunity to make his/her maximum contribution to the growth and success of the hospital.

The Knox County Hospital is in compliance with the VII of the Civil Rights Law. The hospital's policies on hiring, promotion, work scheduling, and other conditions of employment are such that each employee and prospective employee will not be discriminated against because of race, color, religion, sex, national origin, disability or age.

All employees of this hospital are important to the effective operation of providing medical services, regardless of duties. An employee of this hospital has a moral and legal responsibility to make the welfare of each patient his primary purpose and concern. In view of this, the hospital board requires that:

1. Each employee performs duties in a courteous, friendly, and cooperative manner.
2. All employees are required to be considerate of all patients and visitors in all respects.
3. All employees are required to be responsible for the conservation, proper use, and safeguarding of all supplies, equipment, and property.
4. Each patient is to be treated in the same professional and courteous manner regardless of race, color, or creed, or ability to pay.
5. All employees observe hospital policies, rules, and regulations as disseminated by the hospital administrator, department heads and shift supervisor

REPORTING VIOLATIONS

Each employee has a personal obligation to report any suspected violation of hospital policy, federal, state, local law or regulation immediately. To obtain guidance on an ethics, compliance issue or to report a suspected violation, you may choose from several options:
- Contact your supervisors or managers
- Contact your supervisors immediate manager or the next level of management.
- Contact the Human Resource Manager.
- Contact the Compliance Officer.
- Mail to KCH Compliance Officer at PO Box 1868, Barbourville, Ky 40906
- Call the Compliance Hot Line Number 1-800-826-6762.

Retaliations

Knox County Hospital strictly prohibits retaliation against any employee who, in good faith, reports a possible or actual violation of ethical standards. Reports of suspected violations may be made anonymously. Every effort will be made to protect the identity of the individual reporting possible misconduct. Enough information must be provided regarding the potential violation for the hospital to review, evaluate and respond appropriately to the allegation. Disciplinary action will be taken for retaliating against a reporting employee (excerpted from http://72.14.253.104/search?q=cache:oGde2w6RkQYJ:www.knoxcohospital.com/pdf/eHANDBOOK.PDF+healthcare+employee+handbooks&hl=en&ct=clnk&cd=3&gl=ca&client=firefox-a)

2. Compensation and Benefits

In addition to wages, many employers choose to provide a variety of employee benefits to their workers. Although employers are not required to provide most employee benefits, once an employer decides to do so, he or she must comply with numerous state and federal laws ...

Solution Summary

This solution assists in the preparation of a memo addressing an area of concern with employee protection the company should be aware of.

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