Handle it Yourself
Employee asks how to prioritize two routine assignments.
Supervisor clarifies priorities
Employee reports sexual comments.
Contact HR promptly.
Which is better: 'bad attitude' or a description of observable behavior?
Observable, specific facts.
Employee hands supervisor a doctor’s note.
Route according to HR process; protect confidentiality.
Unsure whether an issue belongs with HR. What is the safest next step?
Consult HR before taking consequential action.
Employee is late once and gives no protected reason.
Supervisor addresses routine attendance expectations.
Employee says they need several weeks off for surgery.
Contact HR for leave/accommodation process.
Should a supervisor document rumors as facts?
No. Distinguish what was observed, reported, and verified.
Employee asks for a temporary schedule change due to treatment.
Potential accommodation; HR.
Employee asks supervisor to keep a harassment concern secret.
Do not promise secrecy; escalate appropriately.
Two employees disagree over break-room cleanup.
Supervisor coaches and sets expectations
Employee says they are being treated differently because of race.
Contact HR; potential discrimination.
Should documentation include dates and expectations communicated?
Yes
Employee has repeated absences and mentions caring for a seriously ill parent.
Potential protected leave; HR.
Supervisor believes an accommodation would be inconvenient.
Do not deny independently; involve HR in the process.
Employee needs retraining on a work process.
Supervisor arranges coaching/retraining.
Employee says a manager threatened them after a complaint.
Contact HR promptly; possible retaliation/threat.
Can a supervisor write, 'Everyone knows she is lazy'?
No; subjective/generalized language is inappropriate.
Employee says they cannot perform one task because of a medical restriction.
Do not diagnose or reject; involve HR in accommodation process.
Employee reports a work injury but says they are fine.
Follow reporting procedure; do not decide that reporting is unnecessary.
High performer begins missing deadlines but identifies no protected concern.
Supervisor gives timely performance feedback and documents facts; remain alert if new facts emerge.
Supervisor hears a credible threat of workplace violence.
Follow emergency/safety protocol and contact the designated HR/safety leadership immediately.
What should a supervisor record after coaching?
Relevant facts, expectation, employee response, support provided, next steps, and follow-up as appropriate.
Employee says, “I don’t need FMLA; I just need time for my treatments.”
Terminology is not required; recognize the possible trigger and contact HR.
What is the supervisor’s core responsibility in this training?