Healthcare HR: Ethical Codes, Workplace Bullying, and Legal Policies

This discussion post examines two key HR strategies for improving ethical codes in healthcare: providing Continuing Education Credits (CME) and utilizing the National Association for Healthcare Quality (NAHQ) to oversee ethical codes. It also addresses the issue of workplace bullying, particularly between physicians and nurses, and suggests implementing leadership training and policies to combat it. The post further discusses the applicability of Title VII, the Equal Pay Act, the Family and Medical Leave Act (FMLA), and the Affordable Care Act in healthcare settings, highlighting their impact on HR practices and employee rights. The author also touches on the role of HR in supporting nurses against workplace harassment and sexual offenders.

Running head: HEALTH HUMAN RESOURCE MANAGEMENT
HEALTH HUMAN RESOURCE MANAGEMENT
Name of the Student:
Name of the University:
Author note:

1HEALTH HUMAN RESOURCE MANAGEMENT
Discussion 1
Two possible HR strategies to improve ethical codes in healthcare are to provide
Continuing Education Credits (CME) in order to guarantee that health-care experts are able to
remain consistent with their ethics training. Such educational strategies further suggests the use
of conceptual tools related to role-playing as well as case studies in order to offer employees
distinct understanding of ways in which ethical decision-making will align to organizational
culture (Ginter, Duncan and Swayne 2018). Secondly, the National Association for Healthcare
Quality (NAHQ) mainly proposes and supports internal health care quality professional to
supervise ethical codes of culture. This strategy in the view of Wager, Lee and Glaser (2017) will
successfully sustain professional development training and employee knowledge training
throughout the organization and further endorse shared peer sustainability along with patient
inclusion in the treatment setting.
Reports of Ginter, Duncan and Swayne (2018) have revealed that several drawing
contradictions to other sectors, workplace bullying particularly takes place between physicians
and nurses due to rarefied working environment, unable to comprehend or follow physicians’
instructions for treating and further have less academic qualifications in comparison to
physicians. However, similar to other sectors, physicians tend to bully their subordinate nurses
because of their diverse cultural backgrounds.
However, in order to reduce workplace bullying in health care HR professionals must
educate nurses with proper leadership styles to end any acts of bullying towards them and offer
training programs that essentially will address workplace bullying are lacking (Lever et al.
2019).

2HEALTH HUMAN RESOURCE MANAGEMENT
Furthermore, Human resources must implement policies which will support employees to keep
copies of any e-mails, text messages or any other form of actions they tend to receive from an
suspected harasser or physician.
Discussion 2
Title VII mainly applies to organizations in private and public sectors which constitutes
of more than 15 employees. It further is relevant to the federal government, employment
organizations as well as labour agencies.
Equal Pay Act- As per the regulations of the Equal Pay Act, employees who tend to
experience acts of discrimination has the right to lodge a grievance with the Equal Employment
Opportunity Commission or directly take legal action against their employer in court.
The key factors of Title I of the act mainly prohibit acts of discrimination against PWDs
persons with disabilities in employment. Additionally, Title II forbids acts of discrimination by
state as well as local governments and necessitates that they guarantee all services and
information offered are available to PWDs (Ginter, Duncan and Swayne 2018).
Key elements of Family and Medical Leave Act (FMLA) provide around 26 workweeks
of leave throughout a single 12-month time in order to offer treatment for a enclosed service
associate with a severe damage or illness if the appropriate employee is related to service
member’s family.
Health Insurance Company has the authority to refuse the suggestion of a policyholder
seeing the medical history and assertions (Ginter, Duncan and Swayne 2018).

3HEALTH HUMAN RESOURCE MANAGEMENT
The Affordable Act law mainly offers distinct alternatives for clients and further suggests
improved ways to maintain insurance companies responsible.
It is important to note that the Sexual Harassment Act will have constructive impact on
HR and support nurses to stang against workplace harassers and sexual offenders.

4HEALTH HUMAN RESOURCE MANAGEMENT
References
Ginter, P.M., Duncan, W.J. and Swayne, L.E., 2018. The strategic management of health care
organizations. John Wiley & Sons.
Lever, I., Dyball, D., Greenberg, N. and Stevelink, S.A., 2019. Health consequences of bullying
in the healthcare workplace: a systematic review. Journal of advanced nursing.
Muench, U., Sindelar, J., Busch, S.H. and Buerhaus, P.I., 2015. Salary differences between male
and female registered nurses in the United States. Jama, 313(12), pp.1265-1267.
Wager, K.A., Lee, F.W. and Glaser, J.P., 2017. Health care information systems: a practical
approach for health care management. John Wiley & Sons.