Harassment

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  • NEWYORK-PRESBYTERIAN HOSPITAL
    GRADUATE MEDICAL EDUCATION
    POLICIES AND PROCEDURES
    TITLE: HARASSMENT

POLICY & PURPOSE:

It is the policy of New York Presbyterian Hospital to maintain an atmosphere free from bias, based on, among other things, an individual’s race, color, national origin, age, gender, religion, sexual orientation, or disability as well as, harassment in the workplace, by anyone. Harassment, which is defined as a continuing course of conduct which is discriminatory, will not be tolerated. Also specifically included in this prohibition is sexual harassment.

Sexual harassment may involve the exchange of sexual favors for beneficial employment conditions, or it may involve behavior which contributes to a sexually intimidating, hostile or offensive work environment.

Specifically, no one shall threaten or insinuate, either explicitly or implicitly, that an employee’s submission to or rejection of sexual advances will in any way influence any personnel decision regarding that employee’s employment, wages, advancement, assigned duties, shifts or any other condition of employment or career development. Further, unwanted physical or verbal conduct of a sexual nature may create a hostile work environment.

Additionally, other harassing conduct in the workplace which may create an offensive environment is also prohibited. Such conduct may take the form of physical, verbal, printed or visual harassment.

All employees should avoid any action or conduct in the workplace which could be perceived as harassment.

SCOPE:

All persons on the Hospital’s premises including, but not limited to, employees, residents, fellows, other staff, applicants, vendors and visitors.

PROCEDURE:

1. REPORTING AND INVESTIGATION

  1. A resident who feels that she or he has been subject to harassment is encouraged to report the incident(s) directly to his or her Program Director or to the Director of the GME Office.
  2. All complaints of harassment will be investigated thoroughly and promptly. Accordingly, residents making such complaints are expected to do so in good faith by providing accurate information and cooperating fully in the investigation.
  3. No resident will suffer retaliation or intimidation as a result of reporting prohibited conduct or using the GME grievance procedure.
  4. Program Directors who receive any complaint regarding harassment or who hear of or become aware of offensive conduct are required to promptly consult with the GME.

2. ENFORCEMENT

  • Corrective Action will be taken where allegations of harassment are verified. Harassment including sexual harassment in the workplace by any employee will result in disciplinary action, up to and including termination of employment, and may lead to personal legal and financial responsibility on the part of the harasser.
  • Department Heads, Administrators, and Supervisors, and Program Directors shall cooperate fully with the Hospital’s commitment to ensure that the workplace is free from harassment in any form. Every Program Director is responsible for enforcing this policy.

Approved by GMEC: November 2009
Approved by The Medical Board: May 2010