Work Policy

Reported by:
Lorena
Elizabeth
Osias
Erika

This Photo by Unknown author is licensed under CC BY-SA.

 Work-based Policy in British Columbia

Discrimination and harassment

The B.C. Human Rights Code is a law that protects

workers from unfair treatment. Employers cannot
refuse to hire people for reasons that are not
related to the work. This includes skin color, race,
marital status, family background, religion, sex,
sexual orientation, age, or a disability.
All people have the right to feel safe
at work. If an employer or colleague
makes unwelcome sexual advances
(for example, always asking you for
a date, telling unwelcome jokes, or
touching you), this is called sexual
harassment. It is also harassment if
people criticize or joke about your
home country, ethnicity, or religion.
There are other kinds of harassment that are not included in the Human Rights Code.
They include things that make someone feel embarrassed or afraid. Some examples
include spreading gossip or bad stories, criticizing a lot, name calling, staring, yelling,
ignoring or excluding a person, and blocking a person’s path.

Your employer is required to provide a harassment-free workplace. If someone is

harassing or bullying you, you can report it. Write down what happened. If anyone
witnessed (saw) the other person harassing you, ask them to write what they saw. If
you belong to a union, talk to them. You can also tell the person’s boss or your boss.

The actions people think of as harassment can be different, depending on their country
or culture. Talk with your union representative, or a settlement worker. They will help
you understand if the behavior is harassment. You can also contact
your settlement agency.
As an employer, you have a
responsibility to keep workers
healthy and safe at your
workplace, regardless of the
size of your business.

The Occupational Health and

Safety provisions of the Workers
Compensation Act contain
essential information you need
to know to fulfill your safety
obligations as an employer in
British Columbia.
• In particular, sections 21, 22, and 23 set out the general
duties of employers, workers and supervisors respectively.
These sections provide the foundation for the health and
safety responsibilities of all workplace parties.

• Joint committees, accident and incident investigation as well

as workplace inspections are covered in sections 31 to 46
and are an important part of a safety plan. Consult these
sections, in addition to the specific regulations under the
Occupational Health and Safety Regulation that govern your
workplace activities, before creating your plan
• Employees have a right to
privacy in the workplace,
which Canadian courts have
upheld and must be
respected by public and
private organizations. The
Personal Information
Protection Act (PIPA) sets
out how private sector
organizations can collect,
use, and disclose personal
information
The Standards of Conduct and the BC
Public Service Ethics Framework

All BC Public Service employees agree to

follow the Standards of Conduct when they
swear or affirm the Oath of Employment on
joining the public service. Upholding the
Oath of Employment and the Standards of
Conduct is a condition of employment.
It’s important to remember this overall
statement that should guide our choices,
including our social media choices:
Employees will exhibit the highest standards of conduct. "As
an employee, you are responsible for ensuring your social
media activities are in line with the Standards of Conduct"
Why are these policies important to the health care assistant
practice?

Policies and procedures are the fibers that hold organizations together. They
streamline and standardize daily operational activities, allowing
a healthcare organization to run efficiently. Policies and procedures are unique to
each organization and tailored to fit specific goals and outcomes.

Policy management in healthcare is vital to the function of an organization,

as it sets a general plan of action to guide desired outcomes and serves as a
fundamental guideline to help make decisions.

Healthcare policies also help staff understand their roles and

responsibilities. Policy in the healthcare environment sets the foundation for
providing the best level of care. Policies and procedures help organizations
stay on track and achieve organizational goals and outcomes.
Why are these policies important to the health care assistant
practice?

Work-based policies are created to protect the workers and it is

important to know the details for the protection of the workers and
clients and employers.

For example such work-based policies created for discrimination and

harassment it is created to avoid unfair treatment at work.

As a health care worker it is also important that we are

compensated correctly base on our workloads.

Social media policy is also vital because it is made to protect workers,

clients confidentiality and privacy and to protect our employers'
reputation, and to ensure productivity in the workplace.
• References

• https://www2.gov.bc.ca/assets/gov/careers/about-the-bc-public-
service/ethics/social_media_guidelines_for_personal_use.pdf

• https://www2.gov.bc.ca/gov/content/employment-business/employers/employers-
advisers-office/ohs

• https://www.welcomebc.ca/Work-in-B-C/Working-in-B-C
• https://resources.rldatix.com/en-us-blog/the-importance-of-healthcare-policy-and-
procedures
• http://www.bchrt.bc.ca/