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Company Policies - The Johns Hopkins Health System and The Johns Hopkins Hospital
- Summary of the Provisions
| Company, its home country and policy |
The Johns Hopkins Health System and The Johns Hopkins Hospital
(see
institution profile)
United States
Policy EEO501 - Equal
Employment Opportunity / Affirmative Action
2000 ILO Survey |
|
Employment and working condition provisions related
to equal employment opportunities |
| Commitment to equal opportunity/non-discrimination |
"The Johns Hopkins Health System Corporation
(JHHSC) and The Johns Hopkins
Hospital (JHH) believes strongly in the principles of Equal Employment
Opportunity and Affirmative Action. It is the policy of Hopkins to further its
goal of Equal Employment for all employees and prospective employees without
regard to race, color, religion, gender (except where gender is a bona fide
occupational qualification), age national origin, marital status, sexual
orientation, physical or mental handicap, and/or veteran status by assuring
that:
In all of its personnel actions, Hopkins, in conformity
with all applicable laws, does not discriminate on the basis of race, color,
religion, gender (except where gender is a bond fide occupational
qualification), age, national origin, marital status, sexual orientation,
physical or mental handicap, and/or veteran status;
Hopkins is committed to ensuring a work environment free
from harassment, including sexual harassment, on the basis of race, color,
religion, gender, age, national origin, marital status, sexual orientation,
physical or mental handicap, and/or veteran status.
Hopkins employees will take an active part in a program to
ensure that all employees and prospective employees are treated in a
nondiscriminatory manner by establishing compliance with this policy as
performance standard. A reporting/monitoring system will be established to
ensure the success for the program." |
| Commitment to affirmative action,
and categories of affirmative action |
"The Johns Hopkins Health System Corporation
(JHHSC) and The Johns Hopkins
Hospital (JHH) believes strongly in the principles of Equal Employment
Opportunity and Affirmative Action. It is the policy of Hopkins to further its
goal of Equal Employment for all employees and prospective employees without
regard to race, color, religion, gender (except where gender is a bona fide
occupational qualification), age national origin, marital status, sexual
orientation, physical or mental handicap, and/or veteran status by assuring
that:
Hopkins actively pursues an Affirmative Action Plan
designed to ensure full opportunities for women and members of minority
groups in its work environment, Vietnam-era veterans, disabled veterans,
qualified disabled people, and to take affirmative action to increase the
employment of minorities and females and to set goals by Functional Units to
accomplish these objectives;"
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| EEO
Structures |
- "The President
- The President is responsible for the overall direction
of the Affirmative Action Program and will provide the support of that
office as needed to ensure that the Equal Employment Opportunity and
Affirmative Action objectives throughout the Hospital are met.
- The President delegates primary responsibility for
planning, implementation and meeting plan objectives to the Directors
and the Vice President of Human Resources.
- Vice Presidents, Directors, Administrators, and Managers
Vice Presidents, Directors, Administrators, and Managers are responsible for
implementation of the Affirmative Action Program within their respective
organizational units and will ensure that all employees under their
supervision are fully informed regarding the Affirmative Action Plan and are
aware of its objectives. They shall make it clear to all employees under
their supervision that a significant part of the evaluation of their work
performance will be based on their efforts and effectiveness in the area of
Equal Employment Opportunity and Affirmative Action.
- Employee/Labor Relations, Workforce Diversity & Equal
Employment Opportunity/Affirmative Action Office of the Human Resources
Department
The Director, Equal Employment Opportunity/Affirmative Action is generally
responsible for:
- Implementing, monitoring and administering Equal
Employment Opportunity and Affirmative Action policies and procedures;
- Coordinating the Affirmative Action Plans of Hopkins;
- Reviewing progress toward Affirmative Action Plan goals
on a quarterly basis;
- Conducting communication programs with Hopkins
management to review the intent of the Equal Opportunity/Affirmative
Action Policy, the scope and goals of the Affirmative Action Plan, and
to clarify the concept of individual accountability for effective
implementation of the program;
- Providing an annual written report concerning the
operation and results of the Hopkins Affirmative Action Plan.
- Developing, recommending, and managing Equal Employment
Opportunity/Affirmative Action policies and procedures to ensure
compliance with government regulations, as well as local, state, and
federal laws.
- Serving as a resource to managerial personnel offering
support, guidance and direction in personnel related matters."
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| Company, its
home country and policy |
The Johns Hopkins Health System and The Johns Hopkins Hospital
(see
institution profile)
United States
Policy EEO500 -
Anti-discrimination / Anti-harassment
2000 ILO Survey
|
|
Employment and working condition provisions related
to equal employment opportunities |
| Commitment
to equal opportunity/non-discrimination |
"The Johns Hopkins Health System Corporation
(JHHSC) and The Johns Hopkins
Hospital (JHH) are committed to ensuring that employees work in an environment
free from discrimination and/or sexual harassment or harassment because of the
employee’s race, color, religion, gender, age, national origin, marital
status, sexual orientation, physical or mental handicap, or veteran status.
Hopkins is also committed to hiring, promoting, accommodating, and retaining
disabled employees." |
| Categories
of discrimination |
"Harassing conduct includes:
- epithets, slurs, negative stereotyping or threatening,
intimidating, or hostile acts that relate to race, color, religion,
gender, age, national origin, marital status, sexual orientation,
physical or mental handicap, or veteran status (including jokes or
pranks that are hostile or demeaning); and
- written or graphic material that denigrates or shows
hostility or aversion toward an individual or group because of race,
color, religion, gender, age, national origin, marital status, sexual
orientation, physical or mental handicap, or veteran status that is
displayed on walls, bulletin boards or other locations, or circulated in
the workplace.
Sexual harassment is a form of sex discrimination, and is defined by law as,
"unwelcome sexual advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature."
- Anyone who uses implicit or explicit behavior to
influence, control or affect the career, salary or job of another
employee, in an effort to coerce the employee into a sexual
relationship, is engaging in sexual harassment. Likewise, anyone who
participates in deliberate, repeated, unsolicited verbal comments,
gestures, or physical contract of a sexual nature, which are unwelcome,
and/or unreasonably interferes with work performance, or creates an
intimidating, hostile or offensive working environment, is also engaging
in sexual harassment.
- Where employment opportunities or benefits are granted
because of an individual’s submission to sexual requests, advances or
favors, and other persons who were qualified for, but denied such
opportunity or benefit, such acts are also considered to be within the
category of sexual harassment."
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| Company, its home
country and policy |
The Johns Hopkins Health System and The Johns Hopkins Hospital
(see
institution profile)
United States
Policy BEN329 - Leave of
Absence
2000 ILO Survey
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|
Employment and working condition provisions related
to equal employment opportunities |
| Commitment to affirmative
action, and categories of affirmative action |
"The maximum period that may be granted for the Leave of Absence,
including the 12 weeks of Family Medical Leave (FML) where applicable and
Medical Layoff, is 12 months. Leave of Absence (following FML) does not
guarantee that the employee will be restored by The Johns Hopkins Health System
Corporation (JHHSC) and The Johns Hopkins Hospital (JHH) to the position of
employment held by the employee when the Leave of Absence commenced or to an
equivalent position within Hopkins."
"Eligibility for a Leave of Absence due to health, child/dependent or personal
reasons are limited to employees who regularly are scheduled to work twenty (20)
hours a week or more after completing ninety (90) days of employment.
Eligibility for a Leave of Absence due to educational reasons is limited to
employees who have at least one (1) year of continuous service with Hopkins.
Employees who do not meet the eligibility requirements of FML may be eligible
for a Leave of Absence."
"Child or Dependent Care
A Leave of Absence for the purpose of caring for a child or dependent may be
granted by the department head only after FML entitlement (if applicable)
has been exhausted. Upon request by the department, the employee will
provide valid proof, as determined by the department, in support of the
leave request.
An employee must use any unused Vacation, Old Vacation and/or PTO time while
on Leave of Absence. *
The employee will be paid on a pay period basis until accrued leave is
exhausted or the employee returns to work, whichever occurs first.
Educational
An Educational Leave may be granted for a maximum of two (2) years, but at
no time more than the length of service, under the following conditions:
- The training being received is for a job or skill
Hopkins needs.
- The training is received from an approved, accredited
institution."
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