Chapter 8 Special Supervisory Concerns

1. Chapter 8Special Supervisory Concerns Supervision in the Hospitality Industry Fourth Edition (250T or 250)

2. Competencies forSpecial Supervisory Concerns • Explain how employment laws administered by the Equal Employment Opportunity Commission affect hospitality operations. • Describe how important employment-related laws affect hospitality supervisors. • Summarize the supervisor’s role in assuring that the hospitality workplace is free of sexual harassment. • Describe the supervisor’s safety and security role. (continued)

3. Competencies forSpecial Supervisory Concerns (continued) • Discuss the special challenges of supervising a multicultural work force. • Discuss ethics. • Explain the supervisor’s role in combating drug abuse by employees and guests. • Identify the supervisor’s special role in unionized hospitality properties: why employees join unions, appropriate actions during union organizing campaigns, and how a supervisor’s work is impacted when a union represents the employees.

4. ADA—Definitions • Disability A physical/mental impairment substantially limiting one or more major life activities • People Qualify for ADA Protection If they can perform the essential functions of the job with or without reasonable accommodation

5. ADA—Protected Groups • Mental retardation • Learning impediment • Emotional illness • Diseases • Drug/alcohol addiction (some restrictions)

6. ADA—Reasonable Accommodation • Making facilities accessible • Restructuring jobs/eliminate nonessential functions • Reassigning a person to a vacant job • Modifying work schedules • Modifying or acquiring equipment • Providing readers/interpreters

7. Sexual Harassment—Definition Definition Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature.

8. Sexual Harassment Occurs If: • Employment decisions are made or threatened based on acceptance or rejection of sexual conduct. • A person’s job performance is adversely affected by sexual conduct. • Sexual conduct creates an intimidating, hostile, or offensive work environment.

9. Forms of Sexual Harassment • Peer-to-peer harassment • Employee harassment of a supervisor • Women harassed by men • Men harassed by women • Same-sex harassment

10. Sexual Harassment Is NOT: • Normally friendly interactions • Non-offensive joking • Behavior that would not offend a reasonable person

11. Avoiding Sexual Harassment • A written and distributed policy statement prohibiting sexual harassment. • A reasonable and well-publicized grievance procedure for reporting and processing sexual harassment allegations. • Ongoing training for supervisors and managers to make sure they are aware of their responsibilities to guard against sexual harassment.

12. Investigating a Sexual Harassment Complaint • Interview the accuser, the accused, and any witnesses. • Set a professional tone for each interview. • Get detailed answers to the who, what, when, where and how questions that are specific to the investigation. • Whenever possible, protect everyone’s privacy by maintaining confidentiality.

13. Security Training for Employees • Report suspicious activities or persons anywhere on the property. • Avoid confronting a suspicious individual, go to a secure area, and call a supervisor for help. • Report drug paraphernalia or other suspicious items they see while working. • Make sure posters, tent cards, and other security information for guests are available and properly located.

14. Mediator/Arbitrator • Mediator • Reviews • Advises • Arbitrator • Reviews • Makes binding decisions