Team members will bring you concerns: a heavy workload, a conflict with a coworker, a comment that felt demeaning, a schedule problem, a question about pay. Many everyday concerns are yours to address. You can clarify priorities, adjust assignments, set expectations for respectful conduct and follow up. Some concerns are not yours to resolve alone. Reports of discrimination, harassment or retaliation involving a protected characteristic go to the Equal Opportunity and Access Division and Human Resources under agency policy. Accommodation questions go to Human Resources or the ADA coordinator. Questions about discipline, grievances, leave and contract terms go to Human Resources and labor relations. When in doubt, consult before acting.
When someone raises a serious concern, listen, take notes, avoid promising confidentiality you cannot keep and tell the person what will happen next. Do not investigate on your own, question witnesses or confront the person accused before talking with Human Resources or the Equal Opportunity and Access Division. Protect the person who raised the concern. The EEOC explains that complaining about discrimination, taking part in an investigation or requesting a disability or religious accommodation is protected activity. Retaliation can include a poor review, a less desirable assignment, closer scrutiny, exclusion or a changed schedule that makes life harder. Watch your own reactions and those of the team, and keep decisions tied to documented, work-based reasons.
Many DHS employees are covered by collective bargaining agreements, such as the contracts negotiated with AFSCME and the Minnesota Association of Professional Employees, and supervisors also work under plans for employees who are not represented. Minnesota Management and Budget publishes these agreements. They set rules on matters such as hours, overtime, seniority, vacancies, discipline and grievance steps, and they may give employees the right to union representation in certain meetings. Read the article that applies before changing a schedule, handling a vacancy or starting any discipline. Many problems for new supervisors come from well-meant decisions made without checking the contract. Labor relations staff and your Human Resources partner can explain how the contract applies.
The Supervisor Core program from Minnesota Management and Budget is required for new state supervisors during the probationary period and covers these policies. Your job is not to be the expert on every rule. It is to recognize when a formal process applies, bring in the right partner quickly and treat people fairly while it works.
