CODAC Management Manual

CODAC established a formal Diversity, Equity and Inclusion (DEI) Committee in 2022 and participation by you and your direct reports is encouraged. Our communities are diverse, composed of many unique humans with different cultural backgrounds, ethnicities, races, and experiences. CODAC’s DEI committee helps ensure the diversity and reality of our communities are reflected in every aspect of our mission. RETALIATION PROTECTIONS A growing number of federal laws contain retaliation protections for employees. For example, employees who make complaints under the Fair Labor Standards Act (FLSA) are protected from retaliation for exercising rights guaranteed under the Act. In addition, the Family Medical Leave Act (FMLA) prohibits employers from interfering with or retaliating against an employee for exercising rights regarding requesting or taking protected leave. Many of these laws have state and local counterparts, so supervisors need to be aware not to take any adverse employment actions (such as termination) against an employee who either takes a protected leave or otherwise engages in protected activities. Depending on the jurisdiction, the following actions could be protected activities: • A worker injured on the job files for workers' compensation benefits; • A crime victim attends a trial; • A woman testifies in a co-worker's sexual harassment hearing; • An employee requests paid sick leave for a doctor's appointment; or • An accountant discloses information to the local labor department that she honestly believes to be related to illegal activity. A supervisor must be aware of all applicable laws that afford employees protections in the workplace in order to be fully compliant and to minimize liability risks. ADVERSE EMPLOYMENT ACTIONS As a supervisor, a number of actions that you are now authorized to take may give rise to liability if they are done in an unfair and discriminatory manner. If the following decisions are based on a protected characteristic or activity, then they could give rise to liability risks: • Hiring; • Compensation and benefits; • Performance reviews; • Refusing to process a grievance (in unionized environments);

• Promotions; • Demotions;

• Disciplinary actions; • Reassignments; and • Changes in job duties.

WAGE AND HOUR A supervisor must be intimately familiar with all applicable wage and hour laws and with organizational internal policies regarding overtime, timekeeping, and paperwork. The supervisor must be the immediate, frontline resource for employee questions and concerns regarding pay. Additionally, a supervisor must understand the difference between Exempt and Non-exempt employees in order to make management decisions (such as whether to approve a telecommuting request) and to ensure

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