The following EPA Retaliation Training is designed to educate healthcare staff on federal policy regarding retaliation and discrimination complaints. Understanding federal policies on retaliation and discrimination complaints and how they are applicable within your healthcare organization is extremely important.
What you will learn:
- Description of retaliation
- Filing a discrimination complaint against a recipient of EPA funds
- Employment complaint resolutions
- Alternative dispute resolution
- Filing a formal complaint
- Investigation
- Frequent questions about the discrimination complaint process
Details
Course length: 30 minutes.
Languages: American English
Key features: Audio narration, learning activity, and post-assessment.
ACCME Accreditation
American Medical Compliance is accredited by the Accreditation Council for Continuing Medical Education (ACCME) to provide continuing medical education to physicians. Our Continuing Medical Education (CME) program is committed to enhancing the knowledge, skills, and professional performance of healthcare providers to improve patient care outcomes. Through high-quality educational activities, we aim to address the identified educational gaps and to support the continuous professional development of our medical community. American Medical Compliance designates this activity for a maximum of 0.5 AMA PRA Category 1 Credits. Physicians should only claim this credit for their complete participation in this activity.
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American Medical Compliance (AMC) is a leader in the industry for compliance, Billing, and HR solutions. To become certified, please visit us at: American Medical Compliance (AMC).
Reach out for other courses by visiting the AMC Course Library.
What is Retaliation?
Retaliation is when an employer punishes an employee for engaging in legally protected activities. It might apply to any unfavorable job action, such as demotion, discipline, termination, wage reduction, or work or shift transfer. Additionally, the EEO laws prohibit punishing job applicants or employees for asserting their rights to be free from employment discrimination including harassment. Asserting these EEO rights is called “protected activity,” and it can take many forms. For example, it is unlawful to retaliate against applicants or employees for the following among other things:
- Filing or being a witness in an EEO charge, complaint, investigation, or lawsuit
- Communicating with a supervisor or manager about employment discrimination, including harassment
- Refusing to follow orders that would result in discrimination
Filing a Formal Complaint
If the employee chooses to register a formal complaint, the Employment Complaints Resolution Staff (ECRS) at the Office of Civil Rights Headquarters will send the employee a letter acknowledging receipt of the complaint and assigning it an official case number. ECRS will then analyze the complaint to determine if the Agency and the Complainant followed the Equal Employment Opportunity Commission’s (EEOC) procedural procedures. These standards include whether the complaint was made on time and was brought to the attention of an EEO Counselor, among other things.
To learn more about educating your medical staff on these policies and how they are applicable in your practice, click the button below.
