Equal Employment Opportunity Policy
I. POLICY STATEMENT
- Equal employment opportunity is a sound and just concept to which Houston Methodist is firmly bound. Houston Methodist will not engage in discrimination against or harassment of any person employed or seeking employment with Houston Methodist on the basis of race, color, national origin, religion, sex, physical or mental disability, medical condition, ancestry, marital status, age, sexual orientation, citizenship, or status as a Vietnam-era veteran or special disabled veteran. It is every management member’s responsibility to ensure that all job seekers and employees receive equal employment opportunity.
- This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training and development, demotion, and separation.
- The President and Chief Executive Officer has overall responsibility to ensure Equal Employment Opportunity. The Senior Vice President of Human Resources is designated Houston Methodist EEO Officer with authority, support and responsibility to direct EEO, AAP and Diversity Programs.
II. MANAGEMENT RESPONSIBILITIES
Ensuring that work relationships are free from discrimination, harassment or segregation; promote diversity and equal opportunity in all aspects of employment including (but not limited to) recruitment, hiring, transfer, promotion, training, pay, benefits, leaves of absence, performance appraisals, position eliminations, disciplinary actions, discharges, reasonable accommodations regarding religion or disability; participation in Houston Methodist-sponsored social and recreational programs; and giving all employees an opportunity to fully apply their job related capabilities. Every member of management is accountable for meeting related performance and compliance responsibilities.
III. EMPLOYEE RESPONSIBILITIES
Fostering a working relationship of mutual respect, teamwork and cooperation, and exemplifying Houston Methodist’s values of integrity, compassion, accountability, respect and excellence in all work relationships.
IV. HUMAN RESOURCES RESPONSIBILITIES
Interpreting and administering this policy to achieve its purpose through sound and nondiscriminatory employment practices, through appropriate employee training, periodic audits, investigation and equitable resolution of fair treatment complaints, and regular or special reports to management.
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