Human Resources

Equal Opportunity

The Department of Health reaffirms its commitment to providing equal opportunity in all terms, conditions, or privileges of employment, including, but not limited to, recruitment, certification, selection, job assignments, working conditions, fringe benefits, compensation, training, transfer, layoffs, recall from layoffs, disciplinary actions, terminations, or promotions.

It is the policy of the Department of Health to promote fair and equitable treatment to all employees and to comply with federal and state legislation. The Department of Health will recruit, hire, train and promote more persons in all job classifications without regard to race, color, sex, age, national origin, religion, handicap/disability status, veteran status or sexual orientation. All vacancy notices will be posted and sent to all agencies and groups listed in the Minority/Handicapped Referral List and to all state colleges, universities, community colleges, and vocational/technical schools. Harassment by supervisors or coworkers in employment or service delivery on the basis of race, sex, national origin, age, handicap, or any other protected status is an unlawful employment practice prohibited in the Department of Health. Harassment is defined as verbal or physical conduct interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment includes unwanted sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature. Harassment based on race or national origin includes ethnic or racial slurs and other verbal or physical conduct related to a person's race or national origin. The Department provides reasonable accommodations for handicapped individuals to ensure equal access to employment. Reasonable accommodations include, but are not limited to, making facilities accessible, job restructuring, part-time or modified work schedules, acquisition or modification of equipment, or assignment of an employee who becomes handicapped and is unable to perform his/her original duties to an alternative position with comparable pay, if possible (504 ADA Coordinator - Edward Martin). In response to an employee's request for a religious accommodation, the Department, through the following alternatives, provides reasonable accommodations for religious practices: through the use of four personal days allotted by the State Division of Personnel for such purposes, and employee may, with supervisory approval and voluntary substitution, create a flexible work schedule and further consider changes in job assignment, or the possibility of transfer. For represented employees religious accommodations will be in conformance with the appropriate labor agreement provisions.

Affirmative Action

The Department reaffirms its commitment to identify and eliminate past and present effects of discrimination in employment. To achieve equal opportunity, the Department recognizes the need to take affirmative action to identify classifications with underrepresentation of minorities, females, and the handicapped; to set goals and timetables for increasing the employment of underrepresented groups, and to develop an affirmative action plan for implementing those reasonable goals through outreach, recruitment, training, and other special activities and commitments.

Program Services

The Department reaffirms its commitment to provide fair and equitable service to the public. The Department of Health does not discriminate in any program or activity on the basis or race, color, sex, religion, national origin, ancestry, age, handicap or sexual preference.

Contract Compliance
and Minority Business Enterprise

In accordance with federal and state legislation, the Department will continue to monitor the compliance of subcontractors with equal employment opportunity and affirmative action laws, executive orders, guidelines, rules and regulations; and the Department will continue to seek out and promote the inclusion of minority owned businesses in its procurement process. The Department has appointed Edward D'Arezzo, Chief of Human Resources, as Federal Contract Compliance Officer to monitor these areas.

Grievance Procedures

The Department has posted in conspicuous locations a copy of the state's EEO grievance procedure which provides for prompt and fair resolution of complaints alleging discrimination in employment on the basis of race, sex, color, religion, national origin or ancestry, age, handicap, or sexual harassment, or sexual orientation. The EEO grievance procedure is also included in the Rhode Island Department of Health Employee Handbook.

Implementation of Affirmative Action Plans

Edward Martin, the Associate Director of Health (Management Services), is directly responsible for successful application of this policy. Managers and supervisors are responsible for working with the Department's Equal Opportunity Coordinator in the development of goals and timetables for affirmative action, and for demonstrating positive results in the employment, appointment, and delivery of services to racial/ethnic minorities, women and the handicapped.

Edward D'Arezzo, the Equal Opportunity Coordinator, has responsibility for developing, implementing, and monitoring a comprehensive equal opportunity and affirmative action program for the Department.

The Department adheres to all requirements of General Law 28-5.1, Executive Order 95-11 of the State of Rhode Island.