Conscientious objections to specific types of care in the clinical environment

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Policy Number:
SMPH-4060
Responsible Office:
SMPH Office of Human Resources

School of Medicine and Public Health (SMPH) Policy

Rationale/​Purpose:

This policy provides guidelines to School of Medicine and Public Health (SMPH) employees to ensure safe care to all patients while respecting employees’ moral, ethical, and religious beliefs.

Scope:

This policy applies to SMPH-employed faculty and staff.

Policy:

School of Medicine and Public Health (SMPH) employees charged with patient care responsibilities are required to provide considerate, respectful, and comprehensive care. Patient safety and quality of care may not be compromised because of an employee’s moral, ethical, or religious beliefs. Employees must promptly notify their supervisor of objections or constraints which may impact performance of job duties. When possible and as outlined in this policy, the supervisor will consult with the appropriate individuals within SMPH and UW Health to reconcile patient care needs with the employee’s moral, ethical, or religious beliefs.

  1. Under Wisconsin law, employees will not be forced to participate in abortion or sterilization procedures, as defined by SMPH, over their objection. Wis. Stat. §253.09. It is anticipated that these procedures are generally planned, and arrangements or substitution of employees can occur in advance.
  2. In an urgent or emergent situation in which referral is not possible or might negatively affect a patient’s health, employees have an obligation to provide medically indicated care regardless of their objections. An urgent or emergent patient situation is one in which there is an immediate health or safety risk to the patient. If an employee abandons a patient, the employee may be subject to discipline, up to and including termination.
  3. During the hiring process, applicants will receive a description of the work and required work schedule. This will provide applicants an opportunity to consider potential conflicts with moral, ethical, or religious beliefs.
  4. The availability of accommodations and the assessment of undue hardship will vary in emergent versus non-emergent patient situations.
  5. If the employee fails to comply with this policy, the employee may be subject to discipline, up to and including termination.
Procedure:

As soon as a potential conflict is identified, the employee is responsible for advising their supervisor of any moral, ethical, or religious objections which may impact their ability to perform the duties of the position or meet performance expectations. Once notified, the following steps shall occur and be documented.

  1. If an employee objects on moral, ethical, or religious grounds, and if time permits, the supervisor should contact SMPH Employee Relations. If a supervisor contacts UW Health to consult about an SMPH-employed faculty or staff, the matter will be referred to SMPH Employee Relations for handling. If there is insufficient time to consult, the supervisor may assign a different employee to the task or, in an urgent or emergent situation and when referral is not possible, direct the employee to perform until the emergent situation is resolved. See Section B above.
  2. SMPH Employee Relations or the supervisor with appropriate SMPH Employee Relations involvement, will engage in an interactive conversation with the employee about the objection.The employee should be asked about the reasons for the objection, what is it about the belief that is causing the conflict, and what alternatives or possible resolution may exist.
  3. SMPH Employee Relations, in consultation with the supervisor, will assess the stated reasons for the employee’s objection, and whether such objection is based on moral, ethical, or religious grounds.
  4. SMPH Employee Relations, in consultation with the supervisor, will assess possible accommodations. Considerations will include whether it is possible without undue expense or disruption to modify the task that was objected to or reassign it; whether it is possible to waive compliance with policies without incurring significant disruption, expense, or safety concerns; and if multiple accommodations are feasible, which one can be implemented with the least disruption/expense. Employees may also be referred to the employee assistance program, LifeMatters.
External References:

Policy Administration

Approval Authority:
Dean, UW School of Medicine and Public Health
Policy Manager:
Associate Dean and Chief Human Resources Officer, SMPH
Contact:
SMPH Employee Relations Director -- Anne Mekschun, ammmekschun@wisc.edu, (608) 265-5597
Effective Date:
02-07-2023
Date Issued:
02-07-2023
Retrieved:
03-23-2023 10:50:40