{"id":1705,"date":"2019-01-29T12:07:05","date_gmt":"2019-01-29T17:07:05","guid":{"rendered":"https:\/\/umaine.edu\/eo\/?page_id=1705"},"modified":"2021-07-16T10:41:34","modified_gmt":"2021-07-16T14:41:34","slug":"supervisory-guide","status":"publish","type":"page","link":"https:\/\/umaine.edu\/eo\/disability-access\/supervisory-guide\/","title":{"rendered":"Supervisory Guide to Discriminatory Harassment and Disability Accommodations"},"content":{"rendered":"

Managers and supervisors play a critical role in creating a positive, respectful work environment for employees and limiting the University\u2019s liability for discrimination.<\/p>\n

Make\u00a0 sure\u00a0 you understand\u00a0 your\u00a0 responsibility for responding to acts and complaints of discriminatory\u00a0 harassment and requests for disability-related accommodations.<\/p>\n

For additional information and assistance,\u00a0\u00a0 or\u00a0\u00a0 to schedule\u00a0\u00a0 an\u00a0\u00a0 informational\u00a0\u00a0 session,\u00a0\u00a0 contact your\u00a0\u00a0 campus\u00a0\u00a0 Equal\u00a0\u00a0 Opportunity\u00a0\u00a0 Director.<\/p>\n

\u00a0ACCOMMODATING EMPLOYEES WITH A DISABILITY<\/strong><\/h3>\n

The University provides reasonable accommodations to qualified job applicants and employees with a disability.\u00a0 People asking for an accommodation need not use any particular words to make their request and are encouraged to talk directly with their supervisor. Supervisors need to be able to recognize when an accommodation is being requested.\u00a0 Examples of accommodation requests include:<\/p>\n

\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 \u201cI need time off\/a reduced schedule for medical treatment.\u201d<\/em><\/p>\n

\u00a0 \u00a0 \u00a0 \u00a0 \u201cMy doctor told me not to lift more than 25 pounds anymore.\u201d<\/em><\/p>\n

\u00a0 \u00a0 \u00a0 \u00a0 \u201cI\u2019m having difficulty hearing other people on phone calls.\u201d<\/em><\/p>\n

\u00a0 \u00a0 \u00a0 \u00a0 \u201cI\u2019m having severe asthma attacks due to the air quality in my building.\u201d<\/em><\/p>\n

\u00a0 \u00a0 \u00a0 \u00a0 \u201cI have had a lot of trouble concentrating at work, and my doctor said I should ask for a private, quiet office.\u201d<\/em><\/p>\n

Non-discrimination on the basis of disability and reasonable accommodations are required by University policy and federal and state law.<\/p>\n

A person with a disability is anyone who has a physical or mental impairment, has a record of such impairment, or is regarded as having an impairment, that: substantially limits a major life activity such as seeing, walking, or working; significantly impairs physical or mental health for six months or more; requires special education, vocational rehabilitation, or related services; or is on a list of health conditions established by Maine law.\u00a0 Employees and applicants with a disability are entitled to reasonable accommodations that\u00a0 will enable them to perform their job or apply for a job.\u00a0\u00a0 A reasonable accommodation is any\u00a0 change in the work environment or the way a job is customarily done that enables an employee or applicant with a disability to have equal employment opportunities.<\/p>\n

The attitude and responsiveness of supervisors often determine, more than physical barriers, whether an employee with a disability feels that s\/he is being treated fairly.\u00a0 When an employee asks for an accommodation, promptly meet with the person to discuss the request and identify possible accommodations together.<\/p>\n

Then consult with the ADA Coordinator for guidance in responding to the request. A supervisor must not ignore, delay, or inappropriately deny an employee\u2019s request for an accommodation.<\/p>\n

The ADA Coordinator will request medical documentation to confirm the disability, its impact on the employee\u2019s work and recommended accommodations. The ADA Coordinator\/HR determines whether an employee is eligible for an accommodation and then works with the supervisor and employee to identify an effective accommodation.<\/p>\n

The University\u2019s Procedure for Accommodating Individuals with Disabilities is available on the web at https:\/\/umaine.edu\/eo\/resource\/procedure-for-accommodating\/<\/a>.<\/p>\n

ACCOMMODATING EMPLOYEES WITH A DISABILITY<\/h3>\n

The University provides reasonable accommodations to qualified job applicants and employees with a disability.\u00a0 People asking for an accommodation need not use any particular words to make their request and are encouraged to talk directly with their supervisor. Supervisors need to be able to recognize when an accommodation is being requested.\u00a0 Examples of accommodation requests include:<\/p>\n

\u201cI need time off\/a reduced schedule for medical treatment.\u201d<\/p>\n

\u201cMy doctor told me not to lift more than 25 pounds anymore.\u201d<\/p>\n

\u201cI\u2019m having difficulty hearing other people on phone calls.\u201d<\/p>\n

\u201cI\u2019m having severe asthma attacks due to the air quality in my building.\u201d<\/p>\n

\u201cI have had a lot of trouble concentrating at work, and my doctor said I should ask for a private, quiet office.\u201d<\/p>\n

Non-discrimination on the basis of disability and reasonable accommodations are required by University policy and federal and state law.<\/p>\n

A person with a disability is anyone who has a physical or mental impairment, has a record of such impairment, or is regarded as having an impairment, that: substantially limits a major life activity such as seeing, walking, or working; significantly impairs physical or mental health for six months or more; requires special education, vocational rehabilitation, or related services; or is on a list of health conditions established by Maine law.\u00a0 Employees and applicants with a disability are entitled to reasonable accommodations that will enable them to perform their job or apply for a job.\u00a0\u00a0 A reasonable accommodation is any change in the work environment or the way a job is customarily done that enables an employee or applicant with a disability to have equal employment opportunities.<\/p>\n

The attitude and responsiveness of supervisors often determine, more than physical barriers, whether an employee with a disability feels that s\/he is being treated fairly.\u00a0 When an employee asks for an accommodation, promptly meet with the person to discuss the request and identify possible accommodations together.<\/p>\n

Then consult with the ADA Coordinator for guidance in responding to the request. A supervisor must not ignore, delay, or inappropriately deny an employee\u2019s request for an accommodation.<\/p>\n

The ADA Coordinator will request medical documentation to confirm the disability, its impact on the employee\u2019s work and recommended accommodations. The ADA Coordinator\/HR determines whether an employee is eligible for an accommodation and then works with the supervisor and employee to identify an effective accommodation.<\/p>\n

The University\u2019s Procedure for Accommodating Individuals with Disabilities is available at https:\/\/umaine.edu\/eo\/resource\/procedure-for-accommodating\/<\/a>.<\/p>\n

Sexual harassment and harassment based on race, ethnicity, national origin, citizenship, disability, sexual orientation, gender identity, gender expression, age, religion or veteran\u2019s status are not tolerated in the University of Maine System.\u00a0 They violate University policy and federal and state law.\u00a0 Retaliation against anyone for reporting a concern about discriminatory harassment is strictly prohibited.\u00a0 A supervisor who becomes aware of possible discriminatory harassment must report it promptly to the campus Equal Opportunity Officer.<\/p>\n

When you observe or hear about inappropriate behavior, deal with it immediately, before it becomes discriminatory harassment.\u00a0 Most harassment begins with inappropriate comments or acts that are not promptly addressed by a supervisor, and then continue and escalate.<\/p>\n

Sexual harassment is:<\/strong><\/h3>\n
    \n
  • A form of sex discrimination<\/li>\n
  • Unwelcome verbal, physical, or visual conduct that is sexual in nature and severe or pervasive<\/li>\n
  • Linked to job rewards or punishments, or creates a hostile or intimidating<\/li>\n
  • Determined by the impact on the person harassed, not the intent of the harasser<\/li>\n<\/ul>\n

    Other types of discriminatory harassment:<\/strong><\/h3>\n
      \n
    • Are forms of illegal discrimination based on a person\u2019s race, ethnicity, national origin, citizenship, disability, age, religion, sexual orientation or veteran\u2019s status<\/li>\n
    • Include severe or pervasive verbal or physical conduct based on a person\u2019s protected characteristic<\/li>\n
    • Create a hostile or intimidating environment<\/li>\n
    • Are determined by the impact on the person harassed, not the intent of the harasser<\/li>\n<\/ul>\n

       <\/p>\n

      If you observe or hear about potential harassment:<\/strong><\/h3>\n

      DO <\/strong><\/p>\n

        \n
      • Take it seriously<\/li>\n
      • Immediately contact the Equal Opportunity Officer<\/li>\n
      • Provide support for both complainant and respondent<\/li>\n<\/ul>\n

        \u00a0<\/strong>DON\u2019T<\/strong><\/p>\n

          \n
        • Ignore or trivialize the behavior<\/li>\n
        • Blame the victim<\/li>\n
        • Try to handle it alone<\/li>\n
        • Rush to judgment about whether it did or didn\u2019t happen<\/li>\n<\/ul>\n

           <\/p>\n

          A supervisor who sexually harasses an employee could be held<\/strong> personally<\/em><\/strong> liable under state law and is subject to discipline by the University.\u00a0 If a supervisor knows or should have known about discriminatory harassment but fails to report it, the University may be liable even if the person harassed does not complain.<\/p>\n

          Self-protection strategies for you and your employees:<\/strong><\/h3>\n
            \n
          • To check whether your own or your employees\u2019 conduct may be problematic, ask yourself and your employees:\n
              \n
            • Would I do or say this if my spouse\/partner were here?<\/li>\n
            • How would I feel if someone did or said this to my spouse\/partner, child, or someone else I care about?<\/li>\n
            • How would I feel if a story about this appeared on the front page of the newspaper?<\/li>\n<\/ul>\n<\/li>\n
            • Avoid references to employees\u2019 and students\u2019 physical appearance. Some people appreciate an occasional compliment, but most aren\u2019t comfortable when the only comments they get are about their physical attributes.<\/li>\n
            • Avoid references to employees\u2019 and students\u2019 age, race, ethnicity, national origin, citizenship status, religion, disability, sexual orientation or veteran\u2019s status.<\/li>\n
            • Avoid comments, jokes, and innuendo about sex, sexual orientation, race, ethnic groups, and other protected groups.<\/li>\n
            • Give thought to contacts with students and employees outside of work. Hold meetings in appropriate settings, and\u00a0 avoid situations that could be misinterpreted.<\/li>\n<\/ul>\n

              Be conscious that well intended actions may be misinterpreted and personal limits on appropriate behavior vary considerably.\u00a0 Miscommunication and confusion may easily contaminate interactions between women and men, people of different racial or ethnic groups, and employees of different generations.<\/p>\n

               <\/p>\n

              Discriminatory Harassment Contact<\/strong>
              \nEqual Opportunity \/ 207-581-1226 \/ equal.opportunity@maine.edu<\/p>\n

              Disability Accommodations Contact
              \n<\/strong>ADA Coordinator \/ 207-581-1227 \/ adacoordinator@maine.edu<\/p>\n

              \u00a0<\/strong>Non-Discrimination Notice<\/strong><\/h6>\n
              The University of Maine System does not discriminate on the\u00a0 grounds\u00a0 of\u00a0 race,\u00a0 color,\u00a0 religion,\u00a0 sex,\u00a0 sexual orientation,\u00a0 including transgender status and gender expression, national origin, citizenship status, age, disability, genetic information or veteran\u2019s\u00a0 status\u00a0 in\u00a0 employment, education,\u00a0 and\u00a0 all\u00a0 other\u00a0 programs\u00a0\u00a0 and\u00a0\u00a0 activities.<\/h6>\n
              Please contact the Director, Equal Opportunity, 101 N. Stevens Hall, Orono, ME 04469 at 207-581-1226 (voice), TTY 711 (Maine Relay System), equal.opportunity@maine.edu with questions or concerns.<\/h6>\n
              <\/h6>\n

               <\/p>\n

               <\/p>\n

               <\/p>\n

               <\/p>\n","protected":false},"excerpt":{"rendered":"

              Managers and supervisors play a critical role in creating a positive, respectful work environment for employees and limiting the University\u2019s liability for discrimination. Make\u00a0 sure\u00a0 you understand\u00a0 your\u00a0 responsibility for responding to acts and complaints of discriminatory\u00a0 harassment and requests for disability-related accommodations. For additional information and assistance,\u00a0\u00a0 or\u00a0\u00a0 to schedule\u00a0\u00a0 an\u00a0\u00a0 informational\u00a0\u00a0 session,\u00a0\u00a0 contact […]<\/p>\n","protected":false},"author":50,"featured_media":0,"parent":1461,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"templates\/page-withsidebar.php","meta":{"_kad_blocks_custom_css":"","_kad_blocks_head_custom_js":"","_kad_blocks_body_custom_js":"","_kad_blocks_footer_custom_js":"","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"class_list":["post-1705","page","type-page","status-publish","hentry"],"yoast_head":"\nSupervisory Guide to Discriminatory Harassment and Disability Accommodations - Office of Equal Opportunity - University of Maine<\/title>\n<meta name=\"description\" content=\"Managers and supervisors play a critical role in creating a positive, respectful work environment for employees and limiting the University\u2019s liability for discrimination\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/umaine.edu\/eo\/disability-access\/supervisory-guide\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Supervisory Guide to Discriminatory Harassment and Disability Accommodations - 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