Health Care Laws and Ethics

HealthCare Laws and Ethics

HealthCare Laws and Ethics

Impactof non-discrimination policy and safety and health laws onorganization’s liability

Thenon-discrimination policy and safety and health laws can affectorganization’s liability in two ways. First, these laws andpolicies can prevent the occurrence of unethical practices and safetyas well as health issues in the organization. Documenting these lawsand policies in the employee handbook, code of conduct, and the jobannouncement ensures that employees are well informed about therights and obligations in maintaining a fair and safe workplace(Quinn, 2015). This is accomplished by ensuring that employees readand sign the laws and policies. Informed employees are less likely todiscriminate against each or subject them to health risks compared touninformed employees. Therefore, the existence of well structurednon-discrimination policy and safety and health laws limit employer’sliability by reducing exposure to litigations on matters ofdiscrimination and unsafe workplace.

Secondly,non-discrimination policy and safety and health laws provide theorganization with defense in case the unexpected events (such asdiscrimination) occur in the organization. The general rule requiresthat the employer should be held liable for acts of discriminationcommitted by employees against each other or injuries suffered byemployees in an unsafe workplace (Quinn, 2015). However, anorganization with non-discrimination policy and safety and healthlaws can make an affirmative defense by proving that the organizationhad taken reasonable care to prevent any form of harassment ormaintain a safe workplace by formulating effective laws and policies.In addition, the laws and policies can limit organization’sliability by showing that the workers unreasonably failed to utilizethe preventive opportunities provided by the organization throughlaws and policies. However, organizations should take the initiativeto train their employees on how to abide the laws and policiesagainst discrimination and workplace safety.

Impactof non-discrimination policy and safety and health laws on employees

Employeesare the most significant assets that organizations cannot operatewithout. Organizations show the importance they attach to employeesby formulating laws and policies that protect and enhance the wellbeing of their workforce. Non-discrimination policy and safety andhealth laws serve as critical tools that boost the moral ofemployees. This is because employees working in organizations thathave zero tolerance for discrimination and invest heavily in themaintenance of healthy and safe working places feel that theirpresence is appreciated and their contribution to the organization isvalued (International Finance Corporation, 2006). Employees tend tofeel satisfied with their present job and perform their duties withdedication since they feel safe.

Lawsand policies on non-discrimination, health, and safety at workplacesprovide employees with an environment in which they can enhance theirprofessionalism. This is because non-discriminatory environmentensures that all employees are promoted, appraised, and assignedtasks on the basis of their abilities and not their socialcharacteristics (IFC, 2006). This ensures that all employees in anorganization have an equal opportunity to develop their career anddemonstrate their professionalism. This is based on the idea that anemployee who feels safe is able to enjoy working in a givenenvironment and set professional standards higher.

Non-discriminationpolicy and safety and health laws and policies also give employeesmore responsibilities to take part in the process of eliminatingdiscrimination practices and maintaining the safety of theirworkplace. This is because laws and policies define theresponsibilities of the employees and the roles of the employees withregard to workplace discrimination and workplace safety.


InternationalFinance Corporation (2006). Non-discriminationand equal opportunity.Washington, DC: IFC.

Quinn,E. (2015). Preventing discrimination and harassment in the workplace.Legalresources.Retrieved June 17, 2015, from