© 2007, Educational Institute Chapter 8 Special Supervisory Concerns Supervision in the Hospitality Industry Fourth Edition (250T or 250)

© 2007, Educational Institute 1 Competencies for Special Supervisory Concerns 1.Explain how employment laws administered by the Equal Employment Opportunity Commission affect hospitality operations. 2.Describe how important employment-related laws affect hospitality supervisors. 3.Summarize the supervisor’s role in assuring that the hospitality workplace is free of sexual harassment. 4.Describe the supervisor’s safety and security role. (continued)

© 2007, Educational Institute 2 Competencies for Special Supervisory Concerns 5.Discuss the special challenges of supervising a multicultural work force. 6.Discuss ethics. 7.Explain the supervisor’s role in combating drug abuse by employees and guests. 8.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. (continued)

© 2007, Educational Institute 3 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

© 2007, Educational Institute 4 ADA—Protected Groups Mental retardation Learning impediment Emotional illness Diseases Drug/alcohol addiction (some restrictions)

© 2007, Educational Institute 5 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

© 2007, Educational Institute 6 Sexual Harassment—Definition Definition Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature.

© 2007, Educational Institute 7 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.

© 2007, Educational Institute 8 Forms of Sexual Harassment Peer-to-peer harassment Employee harassment of a supervisor Women harassed by men Men harassed by women Same-sex harassment

© 2007, Educational Institute 9 Sexual Harassment Is NOT: Normally friendly interactions Non-offensive joking Behavior that would not offend a reasonable person

© 2007, Educational Institute 10 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.

© 2007, Educational Institute 11 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.

© 2007, Educational Institute 12 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.

© 2007, Educational Institute 13 Mediator/Arbitrator Mediator –Reviews –Advises Arbitrator –Reviews –Makes binding decisions