How supervisors can avoid being named in an EO complaint

Published Aug. 30, 2010
By Rex Jones
21st Space Wing Equal Opportunity Office director

PETERSON AIR FORCE BASE, Colo. -- Last year, I attended the "Examining Conflicts in Employment Law" conference in Chicago. As with most functions such as this, you can expect to find some productive sessions and a few that are just downright boring. While at a session similar to the latter, I wrote this article -- hey, it's "time management" right?

If you are reading this article because the title caught your attention, I have some good news and some bad news for you. First the good news; there are actually steps you can take to minimize "being named" in a complaint. However (yep, the bad news) you cannot completely avoid it.

Nevertheless, I want to mention a few areas that have been significant factors in some of my more recent complaints. I'd like to give some "food for thought" that will help minimize the odds of you being named in a future complaint:

· Equal Opportunity Office Training: This is vital. If you are a supervisor and haven't had it -- demand it! Then ensure your employees have it as well. As a side note, I'm available to provide EO training if necessary.

· Communication: You need to know that most EO issues are almost always related to poor communication. With that said, talk to your employees. Give them a forum to voice their concerns. If not, they might conclude that EO is their only recourse. And, if you can't personally help them with their issues then refer them to the person or agency that has the jurisdiction to assist.

· Avoid favoritism: Take timely, consistent and appropriate disciplinary action when applicable. Do not condone inappropriate behaviors by one employee and take action for similar behavior of another employee. I have found that there are some common complaints of favoritism in assignments such as; who is appointed acting supervisor, who gets to go to training, office locations, and schedules.

· Awards: Stick to the criteria, stick to the criteria, stick to the criteria.

· Provide reasonable accommodations: Yes there may be some burden on your part; however, it's better to live with it than without it. If this "burden" takes away a workplace issue or concern then it certainly will be worth it in the long run.

· Do not retaliate: The fact is that employees are protected when filing a compliant, testifying in a workplace matter, and acting as a representative for another employee. You also need to know that retaliation is often a stronger case then the original EO concern(s) -- and often easier to win. Again, stay clear of reprisal.

In the end, these are only a few tidbits to help with your supervisory responsibilities, but they are not "fool proof." On the other hand, by taking such an active role with your employees, you are more likely to resolve many of these types of issues at the most appropriate level as opposed to with me at the formal stage.