Employee Relations Manual

Employee Relations Manual

Table of Contents

INTRODUCTION 3

SUPERVISOR'S GUIDE TO EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION 4

I. Equal opportunity policy objectives 4

II. Affirmative action programs 5

III. EEO/AA is everyone's responsibility 6

IV. Summary 8

SUPERVISOR'S GUIDE TO PREVENTING AND RESPONDING TO HARASSMENT 8

I. Introduction 8

II. Corporate policy and government legislation regarding harassment 9

III. What is harassment 9

IV. Examples of harassment 10

V. Consequences of harassment 12

VI. How to prevent harassment 12

VII. What to do when harassment is alleged or occurs 13

VIII. How to conduct a harassment investigation 14

SUPERVISOR'S GUIDE TO HANDLING COMPLAINTS AND CHARGES 15

I. What is an Employment Discrimination Charge 15

II. What You Should Do If You Receive a Charge 16

III. What you should Not do if You Receive a Charge 16

IV. Role of the Employee Relations Department. 17

V. Impact of Discrimination Charges 18

VI. Record-Keeping 18

VII. How to Help Avoid Further Charges of Discrimination 19

SUPERVISOR'S GUIDE TO THE AMERICANS WITH DISABILITIES ACT 19

I. Introduction 19

II. What Is and Is Not a Disability? 20

III. Who Is Covered by the ADA? 20

IV. What Is Covered by the ADA? 21

V. Your Role as a Supervisor 21

VI. Addressing employee concerns regarding disabilities 26

VII. Reasonable Accommodations Requests 26

VIII. Self-Identification Program 26

AFFIRMATIVE ACTION PLAN 27

Recruitment and Selection 28

Promotion 28

Transfers 29

Terminations 29

Responsibility For Affirmative Action Program Implementation 29

Personnel Policies Pertaining To Discrimination Based On Sex, Religion And National Origin 30

Affirmative Action Plan For Disabled Persons 32

Affirmative Action Plan For Special Disabled Veterans And Veterans Of The Vietnam Era 34

HOW TO REACH THE EMPLOYEE RELATIONS STAFF 36

GLOSSARY OF EEO/AA TERMS 37

EEO LAWS 39

INTRODUCTION

Created 12/97 - Revised 6/99

The EEO/Affirmative Action Practical Guidance/References is a repository of supervisory guides and references of interest to all employees. Its purpose is to guide and inform personnel about TECO Energy's Equal Opportunity (EEO) Policy and Affirmative Action (AA) programs and procedures.

Inside this Reference Guide you will find practical guidance about preventing and responding to harassment, handling employment discrimination complaints, disabilities issues, how to contact Employee Relations, and other EEO/Affirmative Actions matters of interest.

Please carefully read the contents of this Reference Guide and keep it for future consultation.

NOTICE:

THE INFORMATION IN THIS REFERENCE GUIDE IS NOT A CONTRACT OF EMPLOYMENT, EITHER EXPRESSED OR IMPLIED, AND DOES NOT CREATE ANY CONTRACTUAL RIGHTS OF ANY KIND BETWEEN TECO ENERGY AND ITS EMPLOYEES. AT TECO ENERGY THERE IS NO FIXED DURATION TO THE EMPLOYMENT RELATIONSHIP. EMPLOYEES CAN TERMINATE THEIR EMPLOYMENT WHENEVER THEY WISH AND FOR WHATEVER REASON THEY MIGHT HAVE, JUST AS TECO ENERGY MAY TERMINATE ANY EMPLOYEE AT ANY TIME FOR ANY REASON, WITH OR WITHOUT CAUSE. THIS IS KNOWN AS EMPLOYMENT AT WILL. THIS INFORMATION CONTAINED IN THIS REFERENCE GUIDE MAY BE CHANGED FROM TIME TO TIME OR MAY BE DISCONTINUED BY TECO ENERGY WITH OR WITHOUT NOTICE TO EMPLOYEES. THE CHANGES MAY BE MINOR IN NATURE OR THEY COULD REFLECT SIGNIFICANT CHANGES FROM PAST OR CURRENT PRACTICE. CHANGES CAN BE MADE AT ANY TIME AT TECO ENERGY'S DISCRETION.

If you have any questions, contact Employee Relations (see section labeled 'Employee Relations Staff').

SUPERVISOR'S GUIDE TO EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION

Created 12/97 - Revised 6/99

THIS GUIDE IS DESIGNED TO HELP SUPERVISORY PERSONNEL THROUGH THE BASIC STEPS OF PREVENTING AND RESPONDING TO HARASSMENT COMPLAINTS. IT IS NOT A COMPREHENSIVE SOURCE OF INFORMATION; HOWEVER, IF ADDITIONAL ASSISTANCE IS NEEDED, PLEASE TURN TO THE SECTION LABELED "EMPLOYEE RELATIONS STAFF" IN THIS REFERENCE GUIDE FOR CONTACT INFORMATION.

EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION

I. Equal opportunity policy objectives

TECO Energy is firmly committed to a policy of equal opportunity for all its employees and applicants for employment. It is the policy of the corporation to comply with all laws related to equal opportunity in all personnel actions that affect employees or persons seeking employment.

Guided by EEO/AA laws, the corporation administers the following:

*recruiting

*hiring

*working conditions

*benefits

*compensation