Cultural Competency and Diversity Policy Pursuant to NRS 449.101 Life Changes, Inc. is committed to fostering diversity, inclusion, and cultural competency. Life Changes, Inc. will seek and develop resources so that all board members, employees, and volunteers are provided the opportunity to develop a greater awareness and sensitivity to the needs of persons served, stakeholders and communities. Cultural competency is an awareness of, respect for, and attention to the diversity of the people with whom Life Changes, Inc. interacts (persons served, families, staff, community providers and other stakeholders) that is reflected in attitudes, organizational structures, policies, employee training and supports. Life Changes, Inc. seeks to ensure sensitivity, demonstrate accommodation and cultural competency in working with individuals from diverse cultural groups. The organization will not discriminate in the admission of, or provision of services to, a patient/resident based wholly or partially on the actual or perceived race, color, religion, national origin ancestry, age, gender, physical or mental disability, sexual orientation, gender identity of expression or human immunodeficiency virus status of the patient/resident or any person with whom the patient/resident associates. Pursuant to NRS 449.0302 Life Changes, Inc. will adhere to any other cultural competency requirements prescribed by regulations and shall post prominently in all facilities and on the organization website the following statement: "Life Changes, Inc. does not discriminate and does not permit discrimination, including, without limitation, bullying, abuse or harassment, on the basis of actual or perceived race, color, religion, national origin, ancestry, age, gender, physical or mental disability, sexual orientation, gender identity or expression or HIV status, or based on association with another person on account of that person's actual or perceived race, color, religion, national origin, ancestry, age, gender, physical or mental disability, sexual orientation, gender identity or expression or HIV status." Any resident who has experienced prohibited discrimination may file a complaint with the Division. Nevada Department of Health and Human Services, Division of Public and Behavioral Health |Bureau of Health Care Quality and Compliance 727 Fairview Dr., Suite E |Carson City, NV 89701 www.dhhs.nv.gov or www.dpbh.nv.gov o Nevada Department of Health and Human Services, Division of Public and Behavioral Health Bureau of Behavioral Health Prevention and Wellness Substance Use Prevention, Treatment and Recovery 4126 Technology Way, Suite 200, Carson City, NV 89706 Gender, Pronouns, and Preferred Name Policy Life Changes, Inc. is committed to fostering an environment of inclusiveness and supporting employees, volunteers, board members and clients preferred forms of self-identification. With this principle in mind, this policy provides definitions for, and uses of, legal sex (gender), gender identify, pronouns and preferred name recorded. Legal Sex (Gender) Employees, volunteers, board members and clients must designate their legal sex during the onboarding process. Life Changes, Inc. is required to collect legal sex (gender) to comply with federal reporting requirements. Possible legal sex (gender) designations are as follows: Female, Male. Gender Identity Employees, volunteers, board members and clients may designate their gender identity and it may be different from their legal sex (gender Providing gender identity information is optional and entirely voluntary. The possible gender identity designations are as follows: Female, Male, Non-Binary, Prefer Not to Disclose, N/A. Gender Pronouns Employees, volunteers, board members and clients may designate pronouns they wish to use. The preferred pronoun will be displayed in the Life Changes Client Resource Management roster or the internal staff, volunteer, board member roster. Providing pronoun information is optional and entirely voluntary. Employees, volunteers, board members and clients may add, edit, or remove their pronouns at any time. The possible gender pronoun designations are as follows: He/Him/His, She/Her/Hers, They/Them/Theirs, No Preference, Prefer Not to Disclose, N/A. Preferred Name Except when the use of an individual's legal name is required by law or policy, employees, volunteers, board members and clients will be identified by the preferred name they have designated, unless this name is associated with illegal activity (gang name, street name, prison yard name
Legal Sex Designation Gender Identity Gender Pronouns Preferred Name Legal Name Inclusion Life Changes, Inc. will make reasonable accommodations in providing statements, notices, and information for residents who: Are unable to read. Are blind or visually impaired. Have communication impairments; or Do not read or speak English or any other language in which the statements, notices and information are written.
The sex that is indicated on government issued ID, such as a passport, driver's license of social security registration A person's inner sense of being man, woman, both, or neither. Gender identity may or may not be expressed outwardly and may or may not correspond to one's physical characteristics. Words that people use to refer to other people, typically instead of using their names. An alternative to the individual's legal name as designated by the individual in the Life Changes, Inc. system(s The name an individual uses for official governmental documents, such as licenses, passports, and tax forms.
Life Changes, Inc. will assign an appropriate employee, volunteer, or board member to assist individuals in understanding statements, notices, and information either through direct assistance or seeking outside assistance.
SECTION 2 - EMPLOYMENT REQUIREMENTS AND PERSONNEL CLASSIFICATION
Drug Free Workplace Act 1.The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in Life Changes, Inc. 2.There is an ongoing drug-free awareness program in place to inform employees about: a.The dangers of drug abuse in the workplace. b.Life Changes, Inc. policy of maintaining a drug-free workplace. Specifically, employees of Life Changes, Inc., must not report for work impaired by use of alcohol or another drug, except when medical allowances must be made. C.The prohibition against drug use/possession/trafficking in the workplace. d.Any available referrals for drug counseling, rehabilitation, and employee assistance programs. e.The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace.