Resource Information for Supervisors & Managers
An Informational Bulletin Published by the Personnel Commission
State and federal laws, as well as collective bargaining agreements, detail the steps the Los Angeles Community College District must take in order to accommodate employees on a number of matters. These matters include but are not limited to the accommodation of special needs, requesting various types of leaves, and providing ergonomic equipment. Supervisors must be aware of the rules and regulations they are required to follow. However, accommodating the needs of staff extends beyond these legal and contractual obligations. It is about creating an environment that fosters success.
Health and Safety
It is of paramount importance to provide a safe work environment, and promote a culture of employee health and well being. Always ensure staff members have access to appropriate safety equipment. Additionally, see to it that office equipment and furniture is in proper working order and meets the needs of employees.
While supervisors are often faced with staff shortages and high volume periods, it is important that employees don’t feel pressured to come to work when they are ill. Although it may be difficult to have an employee out sick, ultimately it is better in terms of the overall well being of employees and office morale if employees don’t fear negative consequences for taking sick time when necessary.
Work Schedule
If an employee is frequently late to work, having excessive absences, or seems unusually stressed, it is possible that he/she is having problems with his or her work schedule. Childcare, elderly parents and personal health issues can have an impact on even the best employee’s attendance and performance. If faced with this situation, talk to the employee about accommodations you can make to assist the employee. While some positions lack flexibility in terms of work schedule, there are some situations where there is leeway in terms of the hours and days worked. If changing the schedule isn’t a possibility or won’t solve the problem, let the employee know he/she can always take a few days off if needed. Additionally, encourage your staff members to take full advantage of lunch breaks and vacation time. In order to have a productive and content staff, it is essential that they have time to rest, relax, and rejuvenate.
MEMBERS OF THE PERSONNEL COMMISSION
James A. Srott, Chair David Iwata Henry Jones Karen Martin, Personnel Director (213) 891-2333
November 2007

Know Your Staff
Knowing your employees well will help you bring out the best in each employee. Whether offering constructive criticism, praise, or mentorship, the way you deal with individual employees is likely to differ based on the individual’s needs, work style, strengths, weaknesses, and personality traits. Furthermore, get to know a little bit about your employees’ personal interests and goals. This will let your employees know that you see them as whole individuals, as well as help you prepare them for future success. While you may have slightly different approaches with different employees, avoid favoritism. Maintaining a reputation as a fair leader is key to gaining the respect of your staff.
Positive Work Environment
Accommodating the needs of your staff doesn’t mean abandoning accountability, lowering standards, and enabling poor work habits. Rather, accommodating the needs of your employees is about creating a positive work environment that will nurture individual and group success. It’s about making sure your staff has the resources they need to participate in a healthy, and hopefully happy, work setting. Set the tone for a positive work environment by modeling respect for fellow coworkers. Additionally, encourage honest and open communication.
Make sure staff members feel comfortable coming to you with any questions or concerns.