Effective Jan. 1, 2015, we will no longer hire tobacco users in Colorado and Kansas. The change to our policy does not apply to associates hired on or before Dec. 31 2014. Centura Health is compliant with all employment laws including the Americans with Disabilities Act, Drug-Free Workplace, Family Medical Leave Act, Equal Employment Opportunity and E-Verify/Right to Work. In addition to the employment laws stated above, Centura Health also provides additional screenings to ensure that we've hired the best-suited associates for available positions. To meet this objective Centura Health requires all candidates to undergo a drug screen urinalysis.
Equal opportunity employer
Centura Health is an Equal Opportunity Employer. We respect the dignity and diversity of individual work force members. We also recognize the value of diversity in our organizations and wish to employ a workforce that is as diverse as the communities and people we serve. It is our policy to comply with applicable federal, state, and local laws governing Equal Employment Opportunity (EEO). Unlawful discrimination in employment because of race, religion, color, sex, age, national origin, ancestry, disability, veteran status, or other characteristics protected by applicable laws is strictly prohibited.
Diversity and inclusion
Centura Health is committed to recruiting, employing and retaining the most qualified individuals with the necessary competencies and values to provide cost-effective and dedicated service to people and communities served. Successful candidates should possess strong values of professional and technical competency and demonstrate the Centura Health Standards of Behavior.
Centura Health fosters work environments that draw upon strength in the diversity of our workforce to meet and exceed the expectations of our patients and residents. We promote an inclusive environment where the individual differences among us are recognized, understood and valued.
Centura Health is dedicated to activities and services that promote health and wellness. Therefore, all associates must abide by applicable drug-related laws and must perform their responsibilities unencumbered by the improper possession, distribution, or use of drugs, narcotics, controlled substances, or alcohol.
In 2012, Centura Health is smoke and tobacco free at every entity and facility. The decision to not hire tobacco users (effective Jan. 1, 2015) takes this to the next level and aligns with precedents set by other leading health care systems. A positive test for tobacco will eliminate a potential job candidate from consideration. This change to our existing policies does not apply to associates hired on or before Dec. 31 2014. For more information please refer to our applicant frequently asked questions about non-tobacco hiring.
We do not prohibit prescribed drugs when used in the manner, combination, and quantity intended, unless job performance could be or is affected. The objective is to provide a safe, hazard free environment where patient care can take place under optimum conditions without exposing patients, associates, and others to unnecessary risk or harm.
By accepting or continuing employment each associate (1) consents to drug and alcohol testing, including the collection of appropriate body substances (blood and/or urine specimens are the most common) and (2) agrees to submit to searching of the associate's person, automobile and any other place or container when there exists a suspicion that the associate possesses or brought illegal drugs or alcohol in the workplace.
Failure to consent and to cooperate fully in testing and searches is grounds for corrective action including termination. Local operating unit drug testing policies and practices must be in compliance with all federal, state, and local laws. Types of drug testing may include pre-employment, reasonable suspicion, post-incident/accident, follow-up and random.
If you have a legal right to work in the United States, there are laws to protect you against discrimination in the workplace. You should know that no employer can deny you a job or fire you because of your national origin. Unless mandated by law or government contract, employers cannot require you to be a U.S. Citizen or permanent resident or refuse any legally acceptable documents. If any of these things have happened to you, you may have a valid charge of discrimination that can be filed with the OSC. Contact the OSC for assistance in your own language.
Call 1-800-255-7688. TDD for the hearing impaired is 1-800-237-2515.
In the Washington, D.C., area, please call 202-616-5594, TDD 202-616-5525
Or write to:
U.S. Department of Justice Office of Special Counsel - NYA
950 Pennsylvania Ave., N.W.
Washington, DC 20530
Family Medical Leave – Employee Rights and Responsibilities under the Family Medical Leave Ac
Please see the attached U.S. Department of Labor booklet that describes in detail:
- Basic Leave Entitlement
- Military Family Leave Entitlements
- Benefits and Protections
- Eligibility Requirements
- Responsibilities of both the employer and employee under FMLA
- How to get additional information