Life Line Medical Ambulance
Sexual Harassment
Please contact Kyle or go on GMS for the most up to date info:
A. Purpose: To outline and state the procedures of Life Line Medical Ambulance with the regard to all forms of Harassment, and to insure and afford all members that they can be in the workplace and to be free of harassment in all forms.
B. Policy: The Harassment policies and procedures shall be followed by all department personnel and shall be enforced by the officers and/or owners of Life Line Medical Ambulance.
C. Responsibility: All EMT's and Life Line Employees are responsible for familiarizing themselves with all Harassment policies and procedures and shall comply with these procedures.
D. Procedures: Harassment can be defined in many forms including sexual, ethnic, racial, and religious, and it is the job of this policy to make sure those types of harassment stays out of Life Line Medical Ambulance.
Sexual harassment can be defined as unwanted vulgar or suggestive comments. Unwanted attempts or actual physical contact, unwelcome sexual advances, or requests for sexual behaviors. Offensive vulgar language directed at a certain person or group of people can also be considered harassment.
If any employee encounters any problems of this nature from others in the company or patients, you should do the following.
1. If you feel comfortable doing so, directly inform the person engaging in the harassment that the conduct is offensive and must stop immediately.
2. In the event that a member of the department feels that they have been harassed in any way and does not feel comfortable in telling the person then he/she shall take a written complaint to their respected officer with the following information.
a. Name(s) of persons involved
b. Date and time of incident
c. Where the incident occurred
d. Any other information that will help with the investigation
e. Witnesses
3. Any complaints against or from the public towards members of the staff/crew shall be brought to the owners attention.
4. In the event that the member is found to be in violation of this policy he/she shall be disciplined according to the Code of Conduct and Disciplinary Actions of the SOG's. Any complaints of this nature will receive immediate and impartial attention, including prompt investigation. Corrective actions will be taken, up to and including discharge of the individuals who are guilty of such behavior. Every effort will be made to preserve the confidentiality of the people involved, and will be limited to those directly involved in the incident.
Affirmative action and equal employment opportunity
Life Line, in recognition of its responsibility to the staff, patients, and community it serves, subscribes to a policy of equal employment opportunities and will maintain and conduct all employment practices for all persons in a manner which does not unlawfully discriminate on the basis of race, color, religion, sex, age, citizenship status, national origin, disability or veteran status. Employees who require an accommodation for disability should request assistance through a Life Line officer.
Please find complete information and most current policies at GMS
Please contact Kyle or go on GMS for the most up to date info:
A. Purpose: To outline and state the procedures of Life Line Medical Ambulance with the regard to all forms of Harassment, and to insure and afford all members that they can be in the workplace and to be free of harassment in all forms.
B. Policy: The Harassment policies and procedures shall be followed by all department personnel and shall be enforced by the officers and/or owners of Life Line Medical Ambulance.
C. Responsibility: All EMT's and Life Line Employees are responsible for familiarizing themselves with all Harassment policies and procedures and shall comply with these procedures.
D. Procedures: Harassment can be defined in many forms including sexual, ethnic, racial, and religious, and it is the job of this policy to make sure those types of harassment stays out of Life Line Medical Ambulance.
Sexual harassment can be defined as unwanted vulgar or suggestive comments. Unwanted attempts or actual physical contact, unwelcome sexual advances, or requests for sexual behaviors. Offensive vulgar language directed at a certain person or group of people can also be considered harassment.
If any employee encounters any problems of this nature from others in the company or patients, you should do the following.
1. If you feel comfortable doing so, directly inform the person engaging in the harassment that the conduct is offensive and must stop immediately.
2. In the event that a member of the department feels that they have been harassed in any way and does not feel comfortable in telling the person then he/she shall take a written complaint to their respected officer with the following information.
a. Name(s) of persons involved
b. Date and time of incident
c. Where the incident occurred
d. Any other information that will help with the investigation
e. Witnesses
3. Any complaints against or from the public towards members of the staff/crew shall be brought to the owners attention.
4. In the event that the member is found to be in violation of this policy he/she shall be disciplined according to the Code of Conduct and Disciplinary Actions of the SOG's. Any complaints of this nature will receive immediate and impartial attention, including prompt investigation. Corrective actions will be taken, up to and including discharge of the individuals who are guilty of such behavior. Every effort will be made to preserve the confidentiality of the people involved, and will be limited to those directly involved in the incident.
Affirmative action and equal employment opportunity
Life Line, in recognition of its responsibility to the staff, patients, and community it serves, subscribes to a policy of equal employment opportunities and will maintain and conduct all employment practices for all persons in a manner which does not unlawfully discriminate on the basis of race, color, religion, sex, age, citizenship status, national origin, disability or veteran status. Employees who require an accommodation for disability should request assistance through a Life Line officer.
Please find complete information and most current policies at GMS
