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Implicit bias occurs when individuals make judgments about people based on gender, race or other prohibited factors without even realizing they’re doing it.
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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
The RESPECT Act, which was introduced by Representative Robert Andrews (D-NJ) and supported by organized labor, would amend Section 2(11) of the NLRA by changing the definition of "supervisor." The new definition would reduce the number of employees who qualify as "supervisor," thereby increasing the number of employees who are eligible to join a union. Under current law, employees categorized as "supervisors" are unable to join a union.
The bill would remove the phrases "assign" and "responsibility to direct" from the duties associated with a "supervisor" under the NLRA, and dictate that an employee cannot be classified as a "supervisor" unless he/she engages in managerial duties "for a majority of the individual's work time."
SHRM opposed the RESPECT Act because assigning tasks and directing staff are inherent among supervisory responsibilities. Additionally, SHRM opposes the bill's requirement that an employee must be engaged in managerial duties for a "majority of the individual's work time" in order to be classified as a "supervisor." Such a requirement is arbitrary since "supervisors" often perform numerous tasks in addition to their management responsibilities.
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