CODAC Management Manual

PROFESSIONAL DISTANCE Since there is a power dynamic differential between staff and supervisors, setting boundaries can be slightly complicated. Boundaries are important in a professional environment. It is natural to want to be liked, but if you end up only being the “cool boss,” employees might not respect you and you may run the risk of diminishing your role as a leader. A professional distance encourages an unbiased relationship with employees they work with. Blurring these lines or maintaining a friendship outside of work (Facebook Friends, Happy Hour, etc.) puts a manager at risk for accusations of favoritism or employee underperformance. This does not mean you should isolate yourself or not socialize with staff, it just means to proceed with caution. Close friendships with employees where there is a risk of divulging too much personal information or disclose of your private life may create a conflict of interest. The conflict of interest is in your ability remain impartial or fair, and in your ability to render constructive criticism. Keep your conversations professional, too. Avoid sharing anything that could be considered an overshare, such as details about your love life, politics, or other deeply personal information. This can make other people uncomfortable and invite boundary violations. THE ROLE OF HUMAN RESOURCES (HR) Supervisor should understand and respect Human Resources’ role in the organization. The collaborative relationship between Human Resources and management is invaluable. For example, a supervisor must be confident to manage a direct report's performance while understanding when to bring in Human Resources, such as when an employee requests an accommodation. In addition, the supervisor should be open to training sessions held by HR, such as on subjects regarding workplace policies and the employee handbook. LIMITING LIABILITY RISKS AGENT OF THE EMPLOYER A supervisor is an agent of the employer. what a supervisor does, an employer also does. In addition, a supervisor may serve as a role model to other employees. A supervisor must learn and communicate expectations for workplace conduct, which are formed by the following sources: Taken together, all these sources of workplace standards provide a supervisor a map for compliance. Ignorance of these standards is not acceptable at any level in the workplace hierarchy, but ignorance at the supervisory level is especially troublesome and may lead to increased liability risks for the employer. In highly regulated industries, such as healthcare, a failure to follow professional ethics codes or agency rules may threaten the very survival of an organization. INDIVIDUAL CAPACITY A supervisor may be sued in an individual capacity for employment law violations, including: • Wage and hour (e.g., overtime and working time issues); and • Sexual harassment. A supervisor may also be sued in his or her individual capacity for a number of other laws depending on the jurisdiction. For example, a supervisor may be sued in certain areas of the country for violations of the FMLA depending on the local federal circuit court's rulings. • Handbooks, policies and work rules; • Internal or professional codes of ethics; • Federal, state and local laws and regulations; and • Professional standards.

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