Employee Advocacy and Fair Treatment Program
The Need for an Internal EEO Process
The need for a clearly defined EEO resolution process at the North Broward Hospital District became clear when 12 complaints were filed in one month at just one of the district's four medical centers. In addition to those centers, the District is a network of neighborhood-based healthcare centers, specialized diagnostic and treatment facilities, home-health care providers, physician practices, and extensive community services, all specifically designed to meet the needs of the County’s very diverse population.
The Program
The Employee Advocacy and Fair Treatment Program was designed and implemented for employees to address their equal employment opportunity concerns, and to help reach a fair resolution between the employee and manager. The spirit of this process is to encourage employees and managers to resolve issues at the lowest possible level. However, the policy addresses what to do when resolution is not possible at the employee/manager level.
The Employee Advocacy Process
The advocacy process requires that concerns be discussed with the immediate manager to resolve the issue. If the situation is not resolved, a request may be made to the next level of management and an employee advocate will be selected to contact the employee, the immediate manager and others individuals to attempt to reach a resolution. If the employee’s concerns still cannot be unresolved, the employee advocate and Director of Workforce Diversity/Employee Advocacy will meet with the executive staff member within the region or division. If that fails, a fair treatment hearing may be requested.
The Fair Treatment Process
Once a hearing is requested, the Fair Treatment Committee will meet and issue a decision that the regional Chief Executive Officer and the Director of Workforce Diversity/Employee Advocacy will review. The regional CEO or appropriate vice president will make the final decision based on the information provided by the committee. In cases where the regional CEO and Committee results conflict, the Vice President/Chief Human Resources Officer may review the case to ensure fairness of process.
Results
By having this policy in place, employees are provided with an avenue to address their concerns. In previous years when there was no policy in place, the employees went directly to the federal agency for resolution of problems that could have been handled internally.
In the past 18 months, only nine fair employment charges have been filed by the district's more than 7,500 employees in four medical centers and ambulatory facilities. This dramatic reduction in charges shows that the employee/advocacy process is working well.
North Broward Hospital District
Anchored by four strategically located and fully accredited medical centers and Ambulatory facilities representing 7,000 employees, the North Broward Hospital District acts as the healthcare “safety net” that ensures needed healthcare for those in the northern two-thirds of Broward County, regardless of ability to pay.
Revenues generated by the District’s many programs and services are reinvested in the community through new and expanded patient care programs, upgraded facilities and technology, medical staff education and training, and an array of community programs that promote healthy lifestyles.
