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Chairperson's Guide To Supervising
Professionalism In The Workplace
According to Rutgers University’s Code of Ethics for Administrative, Professional, and Supervisory Staff Members, each Administrative, Professional, or Supervisory staff member of the university is expected to act in accordance with the standards of the Code of Ethics.
Progressive Discipline Process
The Office of Labor Relations (OLR) provides advice when discipline of staff is appropriate due to poor work performance, a breach of rules and regulations, absenteeism, tardiness, or for other reasons. Chairpersons should contact OLR prior to taking any disciplinary action. Refer to Staff Disciplinary Actions: Guidelines Concerning When and How to Take It.
Harassment-Free Environment
The Office of Employment Equity (OEE) is responsible for investigating complaints of harassment and discrimination, facilitating awareness training and providing advice and guidance to faculty, staff and students on behaviors that are based on an individual's protected status (race, religion, color, national origin, ancestry, age, sex, sexual orientation, disability, and familial, marital, military, or veteran status) that negatively affect employee interactions, relationships and the work environment.
Rutgers University is committed, through policy and practice, to a standard of conduct required of its students, faculty, and staff that will foster a harassment-free environment for all employees. Chairpersons should contact OEE for additional information or interpretation on the Policy Prohibiting Harassment.
Disability Accommodations
The New Jersey Law Against Discrimination (NJLAD) and the Americans with Disabilities Act (ADA) prohibit employers from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment.
OEE provides services to departments when it becomes necessary to provide reasonable accommodations for staff with disabilities. Reasonable accommodations are changes or adjustments to a job or work environment that permit a qualified applicant, or employee with a disability, to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities. Chairpersons should contact the appropriate office if faculty or staff request to change their work or academic environment due to a medical condition.
Religious Practices and Accommodations
OEE is responsible for interpreting Title VII of the Civil Rights Act of 1964, which obligates employers to make certain accommodations to satisfy employees' religious needs when religious practices conflict with workplace requirements and rules.
An employee may need a particular day off each year for a religious holiday; or to refrain from work every week on his or her Sabbath; or to wear religious garb, or to have a place to pray. An employer must try to arrange for these religious obligations, unless to do so would create an undue hardship. Contact OEE for advice as to whether a particular request creates an undue hardship. An employee absence due to a religious observance should be charged as vacation, administrative or personal day.
| Resources To Help You | |
| Faculty Assistance | |
| Disability Accommodations - Contact Dr. Karen Stubaus | 732-932-7174 |
| Religious Practices & Accommodations
Contact Dr. Karen Stubaus |
732-932-7174 |
| Harassment - Free Environment/Civility in the Workplace
Contact Jayne M Grandes |
732-932-3020, ext 4030 |
| Labor Relations - Contact Dr. Karen Stubaus |
732-932-7174 |
Staff Assistance |
|
| Disability Assistance Contact Mary M Pignataro |
732-932-3020, ext. 4030 |
| Religious Practices & Accommodations
Contact Jayne M Grandes |
732-932-3020, ext. 4030 |
| Harassment - Free Environment/Civility in the Workplace
Contact Jayne M Grandes |
|
| Labor Relations - Office of Labor Relations |
732-932-3020, ext. 4040 |
