Teaching your Supervisors how to supervise

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Teaching your Supervisors how to supervise
This is not an official EEOC document and solely
reflects the authors views and is meant for
technical assistance.

• by Joe Bontke
• Ombudsman Outreach Manager
• Houston District Office
• 713 209 3436
• joe.bontke_at_eeoc.gov
• EEOC Information 1 800 669 4000
• www.eeoc.gov

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wouldnt supervision be easier if you only worked
with adults
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Introduction

• All organizations experience conflict. Most of
  this tension results from differences that exist
  because of contrasting values. We make choices
  and decisions based on our value system, and
  differing values often lead to misunderstandings
  and misinterpretation. This, in turn, hampers our
  relationships and lessens the effectiveness of
  our work together

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Lets look at our backpacks

• Its what we bring to work
• Its who I am
• Its my stuff

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A quick overview of real employment laws

• Title VII
• ADEA
• EPA
• ADA
• The rest of the story

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The Civil Rights Act of 1964 Title VII prohibits
discrimination on the basis of

• Race
• Color
• Sex (including pregnancy discrimination)
• Religion
• National Origin (including ethnic background and
  traits associated with national origin, i.e.,
  family surname, language or accent)

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The Age Discrimination in Employment Act (ADEA)

• Applies to employers with 20 or more employees.
• Applies to individuals who are age 40 and over.

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The Equal Pay Act (EPA)

• Prohibits sex-based wage discrimination
• Includes fringe benefits
• Applies when men and women perform substantially
  equal work

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Title I of the Americans with Disabilities Act
(ADA)

• Prohibits discrimination on the basis of
  disability, including the requirement to provide
  a reasonable accommodation to persons with
  physical and/or mental limitations.

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What is the truth?
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• Finished files are the result of years of
  scientific study combined with the experience of
  many years of experts.

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• Finished files are the result of years of
  scientific study combined with the experience of
  many years of experts. 7 of them!

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The Generations

• There can currently be 4 defined generations
  observed in modern society
• The Builders
• The Boomers
• The X-ers
• The N-Gen

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Clash In Values
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Supervision 101

• You want to be liked by your staff but being
  liked is not part of your job description
• Why not just be respected!
• What can you do when someone is not a good
  employee?

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Retaliation is Prohibited

• It is unlawful to penalize, punish or deny an
  employment benefit because that person opposed
  discrimination or participated in any way (ex as
  a witness) in the investigation of a charge.

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Recordkeeping Requirements

• Payroll, personnel and employment action records
• Employers can comply with all of the laws by
  retaining all payroll, personnel and employment
  action records for 3 years.
• SUPERVISORS do you have any .
• DOCUMENTATION

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Medical Records and Information--

• Medical information about applicants and/or
  employees in a confidential medical file that is
  separate from the personnel, payroll and
  employment action in a locked file cabinet.

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InterviewingApplicants
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Job Application Questions

• It is best to limit job application questions to
  basic identifying information
• (e.g. name, address, social security number)
• Questions about job qualifications
• Questions related to the ability to perform
  essential functions
• Required licenses or degrees

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Questions to avoid--

• Are you pregnant?
• Do you plan to have children?
• What is your date of birth?
• Are you married?
• Do you have a disability?
• Do you need an accommodation to do this job?
• Have you ever been treated for a mental illness?

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IdentifyingandPreventingWorkplaceHarassment
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Harassment

• Any unwelcome verbal or physical conduct based
  on
• Race
• Color
• Sex
• Religion
• National origin
• Age
• Disability

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Two Types of Harassment

• 1) Tangible Employment Action
• Only supervisors and managers can subject an
  employee to tangible employment action harassment
  because only supervisors and managers have the
  authority needed to take a tangible employment
  action.
• (hiring, benefits, promotion, demotion, discharge)

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• 2) Hostile Work Environment
• Unwelcome comments or conduct based on race,
  color, sex, religion, national origin, age or
  disability unreasonably interferes with an
  employees work performance or creates an
  intimidating, hostile or offensive work
  environment.
• A hostile work environment can be created by a
  supervisor, manager, co-worker or non-employee.
• Includes, jokes, gestures, touching, graffiti,
  demeaning names or expressions, mocking behavior.

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Avoiding Harassment

• Educate and Monitor
• Listen and Investigate
• Take Corrective Action
• As a supervisor you set the standard

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Performance Evaluations

• Avoid allegations of discrimination by
• Making sure evaluation systems are
• Understood by both supervisors and employees
• Consistently applied
• Predictable

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Questions, concerns or criticisms .
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Your trainer for today

• Joe Bontke
• Ombudsman
• Outreach Manager
• EEOC Houston District Office
• [phone]
• tty 713 209 3439
• joe.bontke_at_eeoc.gov

For EEOC information and to speak with a real
person call 1 800 669 4000 and visit our website
www.eeoc.gov For training at your business or
organization call one of our small business
ombudspersons for a list go to
http//www.eeoc.gov/employers/contacteeoc.html For
Local TAPS (technical assistance program
seminars) go to http//www.eeotraining.eeoc.gov/p
rofile/web/index.evt?PKwebID0x666c657