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Equal Housing Opportunity

Nondiscrimination Policy

Policies and Guidelines

The Home’s success has been, and is, based upon the excellence and professionalism of each of our employees.  As stated in our Mission Statement, the first priority in all that the Home does is a focus on the needs of each of our residents.  The Home strives to maintain an environment in which employees can find personal satisfaction and professional growth and fulfillment.  The following are specific policies regarding employee conduct:

A. Prohibition of Discrimination (EEO)

It is the policy of the Home to provide an equal employment opportunity to all qualified employees and qualified applicants for employment without regard to race, color, religion, sex, national origin, sexual orientation, age, or disability, or any other basis prohibited by law.  This policy applies to all terms and conditions of employment including, but not limited to, hiring, placement, training, compensation, transfer, promotion, leave of absence, termination, layoff and recall.

Policy Regarding Non-Discrimination as a Recipient of Federal Assistance

As a recipient of Federal financial assistance (through Medicaid reimbursement for resident care provided), Forest Hills of the District of Columbia does not exclude, deny benefits to, or otherwise discriminate against any person on the grounds of race, color, or national origin, or on the basis of disability or age in admission to, or participation in, or receipt of services or benefits to any of its programs and activities or employment therein, whether carried out by Forest Hills of the District of Columbia directly or through a contractor or other entity with whom Forest Hills of the District of Columbia arranges to carry out its programs and activities.

This statement is in accordance with the provisions of Title VII of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1975, and Regulations of the U. S. Department of Health and Human Services issued pursuant to the Acts, Title 45 Code of Federal Regulations Part 80, 84 and 91.  (Other Federal Laws and Regulations provide similar protection against discrimination on grounds of sex and creed.)

In case of questions concerning this policy, or in the event of a desire to file a complaint alleging violations of the above, please contact:

Sandy Douglass, Administrator
Forest Hills of the District of Columbia
(202) 966-7623

or

R. Dennis Osterman, Esquire
1901 Pennsylvania Avenue, NW
Suite 1005
Washington, DC  20006
(202) 861-4297
General Counsel to the MHDC              

B. Prohibition on Harassment

It is the stated policy of MHDC to prevent and to prohibit any kind of harassment, Particularly including sexual or racial harassment, with respect to co-employees, subordinate employees, supervisors and residents.  Specifically, it is the express policy of the Home that it does not, and will not, tolerate harassment of any employee for any reason.  In particular, harassment of any employee by a supervisor, co-employee, or non-employee (outsider) on the basis of race, color, religion, sex, sexual orientation, national origin, age or disability is strictly prohibited.  Each employee is responsible for assuring that the workplace is free from harassment, and you may be disciplined, up to and including discharge, for any violation of this policy.

With respect specifically to sexual harassment, all employees must be particularly careful to avoid any action or conduct that is, or could be, viewed as illegal or inappropriate conduct.  Sexual harassment involves:  (i)  sexual advances;  (ii)  requests for sexual favors; or (iii)  other verbal, written, or physical conduct of a sexual nature when:

  1. Submission to such conduct is made a term or condition of an individual’s employment, either explicitly or implicitly;
  2. Submission to, or rejection of, such conduct by an individual is used as the basis for any employment decision affecting that individual; or
  3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile, or offensive work environment.

Conduct that is inappropriate and that is not tolerated by the Home under any circumstances includes, but is not limited to:

To ensure a work environment that is totally free from harassment of any kind to the greatest extent possible, every manager, supervisor and employee must be careful to ensure that his/her conduct is proper and does not fall within the prohibitions or the intent of this policy.  No list of examples, as those above, can be all-inclusive; common sense is required when similar situations as those set forth above occur.  If an employee or supervisor has questions regarding what may or may not be improper conduct under this policy, he/she should consult with their immediate supervisor.  If that is not possible, consultation with the Administrator of the Home or with counsel for the Home should be undertaken.  The Home cannot take action to stop harassment unless it aware of the behavior.  While the Home will make every effort to keep any complaint confidential, employees should be aware that complaints may necessitate the initiation of an investigation.  In investigating a complaint, it may be necessary to identify factors or circumstances that will identify you as the complainant or it may even be necessary to identify you as the complainant.  Consequently, while the Home will strive to maintain confidentiality as much as possible, we cannot assure complete confidentiality.

Retaliation

The Home has a strict policy concerning retaliation against an employee complaining of a violation of its policy against discrimination or harassment, or against any person who provides information in an investigation of such a complaint.  Retaliation against anyone who files a complaint with the Home, or who is a witness in an investigation concerning such a complaint, will subject that person to appropriate discipline, including possible discharge.