{"id":11306,"date":"2019-05-08T23:09:00","date_gmt":"2019-05-09T06:09:00","guid":{"rendered":"http:\/\/nursemk.wpengine.com\/tips-handle-complaints-alleging-workplace-discrimination\/"},"modified":"2022-03-02T14:45:28","modified_gmt":"2022-03-02T19:45:28","slug":"tips-handle-complaints-alleging-workplace-discrimination","status":"publish","type":"post","link":"https:\/\/www.nurse.com\/solutions\/blog\/tips-handle-complaints-alleging-workplace-discrimination","title":{"rendered":"Tips for Handling Complaints Alleging Workplace Discrimination"},"content":{"rendered":"<h2>We hear so much buzz about age discrimination in the workplace. So you might assume it gets the most workplace discrimination complaints.<\/h2>\n<p>In 2008, more than 24,500 cases of age-related workplace discrimination cases were reported to the <a href=\"https:\/\/www.eeoc.gov\/eeoc\/statistics\/enforcement\/adea.cfm\" target=\"_blank\" rel=\"noopener noreferrer\">Equal Employment Opportunity Commission <\/a>under the Age Discrimination Employment Act.<\/p>\n<p>Employees over the age of 40 are protected from age discrimination under the act. Since 2008, the numbers have steadily declined. And in 2018, just under 17,000 cases were reported.<\/p>\n<p>According to <a href=\"https:\/\/www.insurancejournal.com\/news\/national\/2018\/01\/26\/478578.htm\" target=\"_blank\" rel=\"noopener noreferrer\">Insurance Journal<\/a>, in 2017, the top four workplace discrimination types filed to the Equal Employment Opportunity Commission\u00a0were:<\/p>\n<ul>\n<li>Retaliation \u2014 49% of all charges filed<\/li>\n<li>Race \u2014 34%<\/li>\n<li>Disability \u2014 32%<\/li>\n<li>Sex \u2014 30%<\/li>\n<\/ul>\n<h3>How to prevent workplace discrimination claims<\/h3>\n<p>For starters, watch your words and know who\u2019s listening because some words carry offensive undertones. Sometimes what seems like a casual conversation can actually create legal ramifications at healthcare organizations, said Helene Horn Figman, P.C., an employment law specialist and attorney in private practice in South Easton, Mass.<\/p>\n<blockquote><p>She gave some examples of inappropriate comments. \u201cCalling a head nurse pops, or gramps, or asking them, \u2018Are you having a problem using that new phone?\u2019 Kidding not kidding comments can be considered age-related,&#8221;\u00a0Figman said.<\/p><\/blockquote>\n<p>Even though ageism didn\u2019t top the commission&#8217;s list, plenty of lawsuits have been filed over alleged misconduct where older nurses felt singled out compared to the younger ones.<\/p>\n<p>In one case, the commission got involved after a <a href=\"https:\/\/1sthcc.com\/eeoc-roundup-cases-against-healthcare-providers\/\" target=\"_blank\" rel=\"noopener noreferrer\">hospital terminated 29 employees over age 40<\/a> based on performance issues.<\/p>\n<p>It was alleged management made remarks like, \u201cyounger nurses could dance around the older nurses.\u201d The suit was settled out of court for $400,000.<\/p>\n<p>Regardless of what type of workplace discrimination complaint a nurse files, the HR team needs to have a game plan in place to handle such delicate matters.<\/p>\n<p>Take promotions, for example. Figman said failure to promote someone older can be a double-edged sword.<\/p>\n<p>Sometimes years of experience can give tenured employees a distinct advantage for getting the promotion \u2014 other times the better candidate just happens to have had fewer birthdays and an innovative mindset.<\/p>\n<blockquote><p>\u201cJust because you\u2019re a baby boomer does not mean you are entitled to a head nurse position,\u201d Figman said. \u201cWe have to look at whether the person most qualified was not promoted. <a href=\"http:\/\/advertise.nurse.com\/blog\/what-nurses-need-for-job-satisfaction-may-depend-on-their-generation\/\">Someone may have innovative ideas<\/a>, like how to schedule resources, or other experiences that enhance their qualifications.\u201d<\/p><\/blockquote>\n<p>If a nurse files a complaint, she suggested looking at a cross section of promotions to determine if they were disproportionally given to millennials, Gen X or Y groups or baby boomers.<\/p>\n<p>\u201cThen the HR team would need to have <a href=\"http:\/\/advertise.nurse.com\/blog\/connect-with-frontline-managers-to-improve-employee-relations\/\">meetings with those managers<\/a> to investigate,\u201d Figman said.<\/p>\n<p>It would require pulling files, looking at any interview notes to see which attributes were given to each employee.<\/p>\n<p>The goal is to discern whether there is a pattern going on in the hospital related to who receives promotions, she said.<br \/>\n<a href=\"https:\/\/advertise.nurse.com\/contact\/\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-11441 size-full\" src=\"https:\/\/advertise.nurse.com\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2.jpg\" alt=\"\" width=\"1000\" height=\"250\" srcset=\"https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2.jpg 1000w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-300x75.jpg 300w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-768x192.jpg 768w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-200x50.jpg 200w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-400x100.jpg 400w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-600x150.jpg 600w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V2-800x200.jpg 800w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/><\/a><\/p>\n<h3>Policies and training drive employee behavior<\/h3>\n<p>Figman said most states require an anti-sexual harassment policy and it\u2019s the HR team who typically distributes it annually.<\/p>\n<blockquote><p>\u201cThe policies themselves outline what should happen when reporting a sexual harassment complaint internally and who it should be reported to, like the HR administer or supervisor,\u201d she said.<\/p><\/blockquote>\n<p>Sometimes the operations department handles such complaints, she said. It\u2019s a good practice to include a back-up person in case the complainant needs to report their boss or say, the operations manager.<\/p>\n<p><a href=\"http:\/\/advertise.nurse.com\/wp-content\/uploads\/2019\/05\/workplace_discrimination.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\" 3351 alignright\" src=\"https:\/\/advertise.nurse.com\/wp-content\/uploads\/2019\/05\/workplace_discrimination-300x156.jpg\" alt=\"workplace discrimination\" width=\"362\" height=\"188\" \/><\/a><a href=\"https:\/\/resources.nurse.com\/workplace-violence-is-a-whistleblower-always-safe\">When employees blow the whistle<\/a> on workplace discrimination, retaliation is one of their biggest fears.<\/p>\n<p>In a recent article published in <a href=\"https:\/\/www.hrmorning.com\/retaliation-at-google-metoo\/\" target=\"_blank\" rel=\"noopener noreferrer\">HR Morning<\/a> about #metoo fallout for one of the tech giants, employees reported being \u201cpushed out, sidelined or punished\u201d for reporting abuse and discrimination.<\/p>\n<p>Sexual harassment plays out in various forms, according to Figman. Here are some examples:<\/p>\n<ul>\n<li>Quid pro quo, which is a sexual favor in exchange for something\n<ul>\n<li>Threats, such as suggesting career limitations if some sexual act is not offered<\/li>\n<\/ul>\n<\/li>\n<li>Hostile work environment\n<ul>\n<li>Persistent unwanted sexual advances<\/li>\n<li>Inappropriate touch, such as a shoulder massage<\/li>\n<li>Sexually explicit emails, jokes, lude pictures or cartoons<\/li>\n<li>Jeering and whistling<\/li>\n<li>Bragging about recent sexual activities<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>For the employee\u2019s sake, there should be some language that says \u201cyou will not be subject to retaliation\u201d in the anti-sexual harassment policy, Figman said.<\/p>\n<p>\u201cThe policy should explain what is prohibited and give examples of sexual harassment,\u201d Figman said.<\/p>\n<p>For example, male nurses may feel harassed based on gender, she added.<\/p>\n<p>In addition to disseminating annual anti-sexual harassment policies, it\u2019s a good idea to follow up with employee training, Figman said.<\/p>\n<blockquote><p>Whether in a lunch-and-learn format or coffee talk, training teaches employees how to recognize sexual harassment and learn what is acceptable vs. unacceptable behavior, like displaying suggestive objects at the office. She mentioned one case where a boss kept a whip in the office.<\/p><\/blockquote>\n<p>If the complaint warrants an investigation, Figman offers a few words of wisdom.<\/p>\n<p>\u201cInvestigations have to be done very carefully,\u201d she said. \u201cDon\u2019t make promises. You need to be neutral and respectful.\u201d<\/p>\n<p><a href=\"https:\/\/advertise.nurse.com\/contact-blog\/\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-11442 size-full\" src=\"https:\/\/advertise.nurse.com\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V1.jpg\" alt=\"\" width=\"1000\" height=\"250\" srcset=\"https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V1.jpg 1000w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V1-300x75.jpg 300w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V1-768x192.jpg 768w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V1-200x50.jpg 200w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V1-400x100.jpg 400w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V1-600x150.jpg 600w, https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/11\/Nursecom_MediaKit_B2B_April2019_1000x250_V1-800x200.jpg 800w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>To prevent workplace discrimination watch your words and know who\u2019s listening. Some words can carry legal ramifications.<\/p>\n","protected":false},"author":68,"featured_media":11047,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[27,28],"tags":[],"coauthors":[1380],"class_list":["post-11306","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nursing-recruitment","category-nursing-retention"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Tips to handle complaints alleging workplace discrimination<\/title>\n<meta name=\"description\" content=\"To prevent workplace discrimination watch your words and know who\u2019s listening. 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Some words can carry legal ramifications.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.nurse.com\/solutions\/blog\/tips-handle-complaints-alleging-workplace-discrimination\" \/>\n<meta property=\"og:site_name\" content=\"Nurse.com Solutions\" \/>\n<meta property=\"article:published_time\" content=\"2019-05-09T06:09:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-03-02T19:45:28+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/05\/workplace_discrimination_2.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"5500\" \/>\n\t<meta property=\"og:image:height\" content=\"2865\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Aaron Lay\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Aaron Lay\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.nurse.com\/solutions\/blog\/tips-handle-complaints-alleging-workplace-discrimination#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.nurse.com\/solutions\/blog\/tips-handle-complaints-alleging-workplace-discrimination\"},\"author\":{\"name\":\"Aaron Lay\",\"@id\":\"https:\/\/www.nurse.com\/solutions\/#\/schema\/person\/56eff2d7848fdf13e7d669eb8ee93853\"},\"headline\":\"Tips for Handling Complaints Alleging Workplace Discrimination\",\"datePublished\":\"2019-05-09T06:09:00+00:00\",\"dateModified\":\"2022-03-02T19:45:28+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.nurse.com\/solutions\/blog\/tips-handle-complaints-alleging-workplace-discrimination\"},\"wordCount\":834,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/www.nurse.com\/solutions\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.nurse.com\/solutions\/blog\/tips-handle-complaints-alleging-workplace-discrimination#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/05\/workplace_discrimination_2.jpg\",\"articleSection\":[\"Nursing recruitment\",\"Nursing retention\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/www.nurse.com\/solutions\/blog\/tips-handle-complaints-alleging-workplace-discrimination#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.nurse.com\/solutions\/blog\/tips-handle-complaints-alleging-workplace-discrimination\",\"url\":\"https:\/\/www.nurse.com\/solutions\/blog\/tips-handle-complaints-alleging-workplace-discrimination\",\"name\":\"Tips to handle complaints alleging workplace discrimination\",\"isPartOf\":{\"@id\":\"https:\/\/www.nurse.com\/solutions\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.nurse.com\/solutions\/blog\/tips-handle-complaints-alleging-workplace-discrimination#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.nurse.com\/solutions\/blog\/tips-handle-complaints-alleging-workplace-discrimination#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.nurse.com\/solutions\/wp-content\/uploads\/2019\/05\/workplace_discrimination_2.jpg\",\"datePublished\":\"2019-05-09T06:09:00+00:00\",\"dateModified\":\"2022-03-02T19:45:28+00:00\",\"description\":\"To prevent workplace discrimination watch your words and know who\u2019s listening. 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