DMC Workplace Conduct & Harassment Prevention

DMC Guidelines on

Workplace Conduct and Harassment Prevention

DMC Corporate Audit and Compliance Department Detroit Medical Center© Revised: February, 2010 1

DMC Workplace Conduct & Harassment Prevention

Work Place Conduct and Employment Practices

This module is an expansion of the DMC Code of Conduct.

Standard Six:

We are committed to creating a work environment in which employees, physicians, and others are treated respectfully, fairly, and afforded opportunities for professional development.

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DMC Workplace Conduct & Harassment Prevention

Smoke-Free Environment

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The DMC is committed to providing a healthy and smoke-free environment for patients, families, visitors, employees and staff, as well as eliminating secondhand smoke from the premises.

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All DMC patients, employees, physicians, medical staff members, residents, fellows, interns, volunteers, contractors, students and other persons rendering services to the DMC are prohibited from carrying lit cigar, cigarette, pipe or other smoking device on any campus of the DMC.

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DMC Workplace Conduct & Harassment Prevention

What Will Happen If I Smoke

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Patients and visitors found smoking will be asked to stop or leave the campus:

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Violations by patients and visitors should be directed to the unit/department manager of the patient’s unit or Security.

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Employees smoking on any DMC campus will be subject to progressive discipline:

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Violations by employees should be directed to the appropriate department manager.

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DMC Workplace Conduct & Harassment Prevention

Elements of Workplace Conduct

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Workplace Violence

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Harassment

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Diversity

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Ethics

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Code of Conduct 5

DMC Workplace Conduct & Harassment Prevention

Element One: Workplace Violence

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Violent incidents in the workplace are fairly rare, but they have increased dramatically in the last 20 years.

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Anyone can become the victim of workplace violence.

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DMC Workplace Conduct & Harassment Prevention

Risk Factors

Workplace violence among healthcare workers most often involves:

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A patient

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Another person (for example, a patient’s family member)

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A co-worker or former co-worker

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Delivery of goods or services

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Mobile workplace (vehicle)

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Working late at night or in early morning hours 7

DMC Workplace Conduct & Harassment Prevention

Forms of Violence

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Workplace violence may be physical; for example, pushing, hitting, kicking, beating, pinching, scratching, or biting.

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The violence may also be verbal and involve intimidation, “bullying”, or other inappropriate behavior.

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DMC Workplace Conduct & Harassment Prevention

Guidelines

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The warning signs of workplace violence may include:

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Direct or veiled threats of harm.

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Intimidating, belligerent, harassing, bullying or other inappropriate/aggressive behavior.

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Conflicts with supervisor or other employees.

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The approved use of violence to resolve problems.

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Displays an interest in or identification with perpetrators of workplace violence.

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Bringing a weapon to the workplace.

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Making inappropriate references to guns or hobbies related to guns (target practice).

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DMC Workplace Conduct & Harassment Prevention

Guidelines

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If you are in immediate danger:

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Signal for help from another person

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Remove others from the area

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Contact security

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Report all threats and/or potentially violent situations to:

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Your manager/supervisor

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Security (ID badge has emergency phone numbers) 10

DMC Workplace Conduct & Harassment Prevention

Guidelines

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Your behavior has a tremendous impact on a possible violent individual:

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Be courteous and patient

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Stay calm

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Speak slowly, quietly and confidently

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Acknowledge the person’s feelings

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Listen carefully and maintain eye contact

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Keep the situation in your control

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Get help if you are unable to control the situation

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Remind the person of the consequences of their behavior

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Point out choices helping the person see other ways 11

DMC Workplace Conduct & Harassment Prevention

Guidelines

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Avoid:

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Standing directly opposite the person

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Putting your hands on your hips

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Crossing your arms or pointing fingers

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Making sudden movements

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Criticizing the person 12

DMC Workplace Conduct & Harassment Prevention

Guidelines

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Delaying Tactics:

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Ask the person what would improve the situation.

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Do not make promises.

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Suggest you go into a room where it is quieter (with no objects to be used as weapons).

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We are in a hospital, please lower your voice.

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Position yourself near an exit.

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Keep three to six feet away from the person.

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Be aware of anything that the other person could use as a weapon.

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Never attempt to grab a weapon from the other person.

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DMC Workplace Conduct & Harassment Prevention

Element Two: Harassment

The DMC has zero tolerance for conduct that is harassing, abusive or offensive toward our employees, medical staff, affiliated persons, patients and visitors. As part of our commitment to provide a safe workplace, we will maintain a work environment free of misconduct that harasses, disrupts or interferes with an individual’s work, performance or creates an intimidating, offensive or hostile environment.

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DMC Workplace Conduct & Harassment Prevention

Harassment and Discrimination Policy

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DMC prohibits and will not tolerate harassment or discrimination of any employee.

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DMC will maintain a work environment free from harassment and discrimination based on: * Race * Religion * National origin * Height, weight * Age * Disability/handicap status * Color * Sex * Sexual orientation * Marital status * Veteran’s status * Any other protected civil rights 15

DMC Workplace Conduct & Harassment Prevention

Harassment

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It is the policy of the DMC to maintain a work environment free of sexual harassment, including harassment based upon a hostile work environment.

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The DMC prohibits and will not tolerate harassment or sexual harassment of its employees by managers/supervisors, co-workers, physicians, visitors, or other persons affiliated with the DMC.

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No DMC employee is allowed to harass or sexually harass non-employees.

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DMC Workplace Conduct & Harassment Prevention

Examples of Harassment Behaviors

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Slurs and jokes about a class of persons (For example, those who are disabled, homosexual or a member of a minority group).

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Derogatory remarks about a person’s national origin, race, language or accent.

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Display of explicit or offensive calendars, posters, pictures, drawings or cartoons which reflect negatively upon a person’s class or a particular person.

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Disrespectful comments even if unrelated to a person’s race, color, national origin, religion, age, disability or sexual orientation.

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Friendly teasing or references to an individual’s age or disability.

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DMC Workplace Conduct & Harassment Prevention

Sexual Harassment Examples

        

The following examples could be considered sexual harassment or part of a pattern of sexual harassment. The examples are not a complete list of all the ways in which sexual harassment may occur: Requests for sexual favors Jokes of a sexual nature Suggestive remarks Displaying pictures, posters or cartoons of a sexual nature Displaying pornographic material Making sexually derogatory sounds and comments Whistling Unwelcome touching Sharing sexually suggestive e-mail messages 18

DMC Workplace Conduct & Harassment Prevention

Did You Know

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Statements such as “I didn’t mean anything by it” or “I was just joking” or “She can’t take a joke” are neither excuses or defenses. Under the law, actual intent is irrelevant.

What is relevant is the impact of the behavior on the recipient.

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Harassing behavior can be verbal, non-verbal, or physical. “Offensive” is in the eye of the beholder or the recipient of the behavior. What is not offensive to one person may be offensive to another, despite the intent of the alleged offender. Severe acts may be judged based on a single act. Less severe acts may constitute harassment if repeated and persistent.

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DMC Workplace Conduct & Harassment Prevention

Preventing Harassment: Four Actions

1.

Know the DMC’s harassment policies (DMC HR policies 1 HR 504 and 1 HR 511).

2. Conduct yourself in a professional manner.

3. Be aware of how your behavior may impact others.

4. Report problems immediately —Contact any of the following to report a problem: - Your manager/supervisor or their manager - Human Resources - Corporate Audit and Compliance Department - DMC Compliance Hotline: 1-800-8ETHICS 20

DMC Workplace Conduct & Harassment Prevention

Element Three: Diversity

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There is great strength in the diversity that is a part of our history, as exemplified by our patients and employees.

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How we respond to patients and to one another is part of respecting and building upon our diversity.

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The delivery of each patient’s care is under observation by many individuals (patient, family, visitors, clergy, other staff, etc.). Each may have a different perception of the care given.

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DMC Workplace Conduct & Harassment Prevention

Diversity

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The DMC respects the uniqueness of each person.

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We should assure that each person is treated with respect, dignity and courtesy.

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Respect and consideration of a patient’s culture, religion or personal requests is considered when determining and carrying out the plan of care:

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Personal requests by patients and their family members are superseded by our obligation to deliver quality care 22

DMC Workplace Conduct & Harassment Prevention

Element Four: Ethics

Every DMC employee should use ethical behavior by:

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Avoiding conflicts of interest, actual impropriety and/or the appearance of impropriety.

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Conducting all business with vendors, contractors and others free from inducements.

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Not soliciting or accepting anything of value from vendors.

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Avoiding accepting elaborate meals, refreshments or entertainment from vendors.

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DMC Workplace Conduct & Harassment Prevention

Ethical Behavior

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Do not use your position or knowledge obtained through your position to profit personally or assist others in profiting at DMC’s expense.

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Ensure that no Conflict of Interest exists, when business is conducted with any non-DMC company.

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Disclose any potential Conflicts of Interest and obtain written permission from the appropriate DMC authority if a situation may be perceived as a conflict.

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Report any suspicious activity.

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DMC Workplace Conduct & Harassment Prevention

Proper Use of DMC Computers

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Employees should be aware of the HR policy 1 HR XXX – Social Media and Networking Sites that prohibits employees from misusing sites such as Facebook, YouTube, Twitter, Linkedin and other sites.

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Employees should focus on assigned work duties and not waste valuable time on-line on unauthorized sites.

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Posting or taking of photos, video, or text messages containing inappropriate, privileged, or confidential information is also a violation of this policy.

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Violations of this policy will be addressed as a major infraction, and can lead to termination of employment.

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DMC Workplace Conduct & Harassment Prevention

Element Five: Code of Conduct

The Code of Conduct booklet:

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Provides guidance to ensure that our work is done in an ethical and legal manner.

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Emphasizes the shared common values that guide our actions and helps resolve questions about appropriate conduct.

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States failure to comply with the Code of Conduct is a serious matter and can lead to disciplinary action (up to and including termination).

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DMC Workplace Conduct & Harassment Prevention

Code of Conduct

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Following the Code of Conduct is mandatory for

ALL

DMC employees, staff and affiliated persons. While the Code of Conduct provides a basic description of unacceptable conduct or performance, it does not cover

ALL

that may occur in the workplace.

behaviors

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The Code of Conduct has nine standards.

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For more on the Code of Conduct, visit the Corporate Audit and Compliance Web Page

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Also, you may call the Corporate Audit and Compliance Department at: 313.993.0317

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DMC Workplace Conduct & Harassment Prevention

DMC Compliance Hotline

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The DMC

Compliance Hotline

is offered to employees as a way to report suspected compliance violations when normal channels of communication are ineffective.

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DMC Compliance Hotline: 1-800-8ETHICS

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Available 7 days a week/24 hours a day

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Untraceable; anonymous 28

DMC Workplace Conduct & Harassment Prevention

Summary

We hope this NetLearning course has been both informative and helpful. Please feel free to review this course until you are confident about your knowledge of the material presented. Click the Take Test button, located on the left side of the screen, to complete the requirements for this course. For future reference this module is available on the NetLearning Library under the 2010 Core Compliance category. The NetLearning Library link is found on the DMC Intraweb screen under the NetLearning drop-down list.

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