Equal Employment Opportunity (EEO) Policy

Scope

The EEO Policy covers all RRMC employees and applicants for employment.

Purpose

The purpose of the EEO Policy is to describe the concept, key components and application of equal employment opportunity at Rutland Regional Medical Center.

Policy

Rutland Regional is an Equal Employment Opportunity employer. All qualified applicants for employment will be considered; all persons employed will be treated equitably. All personnel actions, including demotions, transfers, layoffs and terminations; recruitment; tenure decisions; rates of pay, fringe benefits and other forms of compensation; selection for training; and all Rutland Regional sponsored social and recreational programs will be designed and administered without discrimination with respect to race, color, marital status, national origin, religion, sex (including pregnancy), age, sexual orientation, gender identity, illness, HIV status, disability, veteran or National Guard status, or any other category protected by law.

Individual leaders, together with Human Resources, are responsible for compliance with the EEO Policy. Human Resources is responsible for developing procedures, programs, activities and other initiatives designed to ensure equal employment opportunity at Rutland Regional.

The primary responsibility for ensuring a proper investigation and resolution of discrimination complaints rests with RRMC's Human Resources Department. Human Resources will promptly address allegations of discrimination once such situations are brought to the attention of leadership or other appropriate personnel. Human Resources will conduct investigations to determine if discrimination has occurred, and, if so, will implement remedies that ensure compliance with this policy.

There is a strict prohibition against retaliation of any kind. No individual shall be penalized in any way for having participated in procedures described here. Any allegations of retaliation should be reported immediately to the Employee Relations Representative and appropriate management. Anyone found to have engaged in retaliation will be subject to severe discipline, up to and including termination.

This policy is in keeping with all pertinent state and federal laws, including, but not limited to: Executive Order 11246 as amended, Revised Order No. 4, Titles VI and VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991, Section 504 of the Rehabilitation Act of 1973, Americans with Disabilities Act of 1990, Age Discrimination Act of 1967, Equal Pay Act of 1963, the Veterans Assistance Act of 1972 and the Vermont Human Rights Commission. Reprisals against an individual who in good faith raises a concern, or makes a charge about behavior that violates the provisions of this policy, are against the law and will not be tolerated.

Definitions

Equal Employment Opportunity – all qualified applicants are considered.

Discrimination – Unfavorable or unfair treatment of a person based on race, color, marital status, national origin, religion, sex (including pregnancy), age, sexual orientation, gender identity, illness, disability, veteran status, or any other category protected by law.

Harassment – Behavior that consists of objectionable conduct, comments, material or display that demeans, intimidates or humiliates another person, based on race, color, national origin, religion, gender, sexual orientation, age disability, veteran status or other legally protected status. The conduct must be sufficiently frequent or severe to create a hostile work environment or result in a “tangible employment action”, such as hiring, firing, promotion or demotion.

Retaliation – Actions taken against an individual as a result of his/her actions in making a complaint of discrimination, assisting in the investigation of a complaint or opposing discriminatory practices.

Procedures

Filing a complaint

To file a complaint of discrimination, an individual meets with Human Resources. In the initial meeting, the complainant shares his/her concerns by providing the following information:

  • The specific nature of the discrimination alleged (e.g., age, race or gender, etc.)
  • Date(s) of the occurrence(s)
  • Detailed description of the circumstances
  • Names of those directly involved in the complaint, including the person(s) accused of discriminatory behavior
  • Names of other individuals who are aware or have knowledge of the situation
  • What remedy or relief is being sought

Any leader who receives a complaint from an employee should refer the complaint to Human Resources to ensure that proper action is taken.
Depending on the circumstances, Human Resources will approach a complaint in a variety of ways:

  1. Human Resources may provide consultation to the leader in resolving the issue.
  2. Human Resources may meet with the complainant to gather information about the complaint.
  3. Human Resources may suggest ways the complainant can resolve the matter on his/her own or may give guidance on Rutland Regional policies and procedures.
  4. Human Resources may become directly involved in the investigation and resolution of the complaint, consistent with Rutland Regional policies and applicable laws and regulations.

Investigation Process

  1. Human Resources will meet with the accused to hear his/her perspective and to work toward a resolution consistent with RRMC policies and applicable laws and regulations.
  2. The accused party in the complaint, if a member of a collective bargaining unit, may choose to be accompanied by a union representative. No attorney for any employee in the complaint procedure shall be permitted to present at any stage of the complaint process.
  3. Human Resources may meet with additional individuals identified by the complainant or the accused as having direct knowledge of the matter. RRMC employees may be required to participate in an EOO investigation as a condition of their employment.
  4. In conducting its assessments, Human Resources recognizes the importance of respecting the privacy of those involved. Confidentiality will be protected to the full extent possible. Information related to the investigation of a discrimination complaint will be shared only with those individuals who need to know in order to investigate or to resolve the matter. Parties involved in the complaint, as well as those privy to information concerning the complaint, are expected to maintain confidentiality regarding all matters related to this process.
  5. Upon completion of the investigation, Human Resources will share the findings and recommendations with appropriate leadership and with the concerned parties, whether or not there is found to be a basis for the complaint. Implementation of any disciplinary measures, if considered appropriate, shall ultimately be the responsibility of the leader(s) directly involved. If either party elects to appeal the findings of the investigation, she/he may bring concerns to the Vice President of Human Resources or designee to
    provide an additional level of review. Human Resources will provide information regarding this process.

Related Policies & Forms

Code of Conduct
Code of Ethics
Corrective Action Policy

References & Bibliography

Fair Employment Practices Act, 21 VSA §§ 302-561.
Title VII of the Civil Rights Act of 1964, 42 USC §§ 2000-200e11 Americans with Disabilities Act, 42 USC §§ 12101-12212
Age Discrimination in Employment Act, §§ 621-631 Equal Pay Act, 29 USC §§ 206(d)-262

U.S. Equal Employment Opportunity Commission 1-800-669-4000
(TTY) 1-800-669-6820
info@eeoc.gov

Vermont Human Rights Commission 14-16 Baldwin Street
Montpelier, VT 05633-6301
800.416.2010 (voice)
802.828.2481 (fax)
877.294.9200 (TTY)
human.rights@state.vt.us

Disclaimer

This policy may be altered or modified at any time as required. Where union contract language differs from this policy, the contract language will take precedence.

Contact Us

Call 802.775.7111 for more information or to make an appointment.