Transcript Supervision in the Hospitality Industry Chapter 8 Power Point

Chapter 8
Special Supervisory Concerns
Supervision in the Hospitality Industry
Fourth Edition
(250T or 250)
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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.
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(continued)
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Competencies for
Special Supervisory Concerns
(continued)
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.
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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
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ADA—Protected Groups
• Mental retardation
• Learning impediment
• Emotional illness
• Diseases
• Drug/alcohol addiction (some restrictions)
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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
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Sexual Harassment—Definition
Definition
Unwelcome sexual advances, requests for
sexual favors, or other verbal or physical
conduct of a sexual nature.
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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.
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Forms of Sexual Harassment
• Peer-to-peer harassment
• Employee harassment of a supervisor
• Women harassed by men
• Men harassed by women
• Same-sex harassment
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Sexual Harassment Is NOT:
• Normally friendly interactions
• Non-offensive joking
• Behavior that would not offend
a reasonable person
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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.
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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.
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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.
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Mediator/Arbitrator
•
Mediator
–
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•
Arbitrator
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–
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Reviews
Advises
Reviews
Makes binding decisions
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