MorseLife is dedicated to the goal of providing equal employment opportunity for all persons, without regard to race, color, religion, sex, national origin, sexual orientation, age, marital status, veteran status, disability, genetic information, or any other category protected by federal, state, or local law. As an Equal Opportunity Employer, MorseLife insists that all employees of MorseLife refrain from any act of harassment, sexual or otherwise, and any practice of unlawful employment discrimination against fellow employees or applicants for employment, including, but not limited to, harassment or discrimination in hiring, job placement, work assignments, transfers, discipline, scheduling, benefits, recruiting, advertising or solicitations, compensation, selection for education assistance or training, lay-off, recall, termination, and use of any employee facilities. This policy of equal employment opportunity will be constantly monitored and will be enforced diligently. MorseLife does not tolerate discrimination or harassment in any form, and violators of this policy will be dealt with promptly and effectively through appropriate disciplinary measures, up to and including termination.
As part of our commitment to equal employment opportunity, MorseLife will attempt to reasonably accommodate any employee who has a disability, unless doing so would create an undue hardship. So that MorseLife may reasonably accommodate any employees or applicants who have a disability, the employee or applicant who requires such accommodations are encouraged contact the Human Resources Vice President to discuss reasonable accommodations that may assist the employee or applicant in performing the essential functions of his or her job or in completing the application process.
MorseLife also strictly prohibits retaliation for reporting, disclosing, complaining about, in good faith, or cooperating in an investigation into alleged unlawful discrimination, harassment, or any other potentially illegal or unethical conduct. Thus, anyone who retaliates against an employee in violation of this policy will be disciplined, up to and including termination from employment.
MorseLife Health System is an equal opportunity provider and employer.
As an affiliate of MorseLife, Palm Peach PACE does not discriminate on the basis of race, religion, creed, sex, disability, national origin, sexual orientation, sources of payment, or age in admission or access to, or treatment in its programs or activities. Our non-discrimination policy is applicable to both provision of services and hiring practices.
Title VI Complaint Procedure
Any person who believes he or she has been discriminated against on the basis of race, color or national origin by Palm Beach PACE may file a Title VI complaint by completing and submitting the agency’s Title VI Complaint Form (refer to Appendix E). Palm Beach PACE investigates complaints received no more than 180 days after the alleged incident. Palm Beach PACE will process complaints that are complete.
Once the complaint is received, Palm Beach PACE will review it to determine if our office has jurisdiction. The complainant will receive an acknowledgement letter informing him/her whether the complaint will be investigated by our office.
Palm Beach PACE has ninety (90) days to investigate the complaint. If more information is needed to resolve the case, Palm Beach PACE may contact the complainant. The complainant has ten (10) business days from the date of the letter to send requested information to the investigator assigned to the case. If the investigator is not contacted by the complainant or does not receive the additional information within ten (10) business days, Palm Beach PACE can administratively close the case. A case can also be administratively closed if the complainant no longer wishes to pursue their case.
After the investigator reviews the complaint, she/he will issue one of two letters to the complainant: a closure letter or a letter of finding (LOF). A closure letter summarizes the allegations and states that there was not a Title VI violation and that the case will be closed. A LOF summarizes the allegations and the interviews regarding the alleged incident, and explains whether any disciplinary action, additional training of the staff member or other action will occur. If the complainant wishes to appeal the decision, she/he has seven (7) days to do so from the time he/she receives the closure letter or the LOF.