Other-Than-Essential Supervisory Questionnaire

Other-Than-Essential Supervisory Questionnaire

Minn. Stat. 179A.03, Subd. 17, Supervisory Employees
Other-Than-Essential Employee Standard: When determining whether the employee meets the definition of a "Supervisory Employee" under the statute, the authority delegated to the employee must require the use of independent judgment or the ability to effectively recommend. For example, "independent judgement" would not include checking with another like ranking officer for agreement or participating on a hiring panel. "Effectively Recommend" means coming to a conclusion and presenting that conclusion to the authority having jurisdiction with the expectation the recommendation will be carried out. Additionally, collective bargaining agreements and policy may impact the delegation of authority of the supervisory functions.

In order for the Bureau to determine that an employee meets the definition of a "Supervisory Employee" there must be a clear record for each supervisory function listed below including:
- Delegation of the authority of the supervisory function
- That the employee has received training in the exercising of the authority
- The employee has the knowledge necessary to exercise the authority
- The employee has accepted the delegation of the authority
For questions of assistance in completing this form, please contact
the Bureau at 651-649-5421
BMS Case Number:*
Enter the case number listed on the Maintenance of Status Quo Order
Name of Employer:*
Please list the position(s) and employee(s) in questions:*
In order to properly review the functions to determine supervisory status, please complete the following items for each of the positions or employees included in the petition.

For each supervisory function listed below, explain the process each employee uses to exercise or effectively recommend the authority of that function. Also, explain the training the employee received to exercise that function. (All fields are mandatory)
HIRING

For example: Interviewing and selecting candidates for employment, completing and signing probationary evaluation forms qualifying them for permanent employment.
Explain how the authority is carried out and describe the training received:*
TRANSFER

For example: Transferring from department-to-department, transferring from a job classification to an equal job classification (Example: From Comp Attorney Principle, class code 20L, to Enterprise Strategy Analyst, also class code 20L.)
Explain how the authority is carried out and describe the training received:*
SUSPENSION

For example: Writing and signing letters of suspension and authorizing the removal of an employee from the payroll.
Explain how the authority is carried out and describe the training received:*
PROMOTION

For example: Completing and signing promotional action forms, officially elevating the employee to the promoted position.
Explain how the authority is carried out and describe the training received:*
DISCHARGE

For example: Discharging an employee from employment.
Explain how the authority is carried out and describe the training received:*
ASSIGNMENT

For example: Establishing and assigning work shifts, locations, and hours.
Explain how the authority is carried out and describe the training received:*
REWARD

For example: Initiating and authorizing placement of letters of commendation in employees' personnel files, awarding employees achievement awards, "Something of value, given in return for some service or achievement" (Black's Law Dictionary)
Explain how the authority is carried out and describe the training received:*
DISCIPLINE of OTHER EMPLOYEES

For example: Authorizing and issuing oral or written reprimands.
Explain how the authority is carried out and describe the training received:*
DIRECTION of the WORK of OTHER EMPLOYEES

For example: Approving or rejecting the assigned work product, responsible for a unit or division work product, training employees, approving written position descriptions, completing and signing employee performance evaluation forms, instructing employees in the performance of work tasks, providing guidance and constructive criticism regarding work performance or work product, approving vacation and sick leave requests, approving time records.
Explain how the authority is carried out and describe the training received:*
ADJUSTMENT of OTHER EMPLOYEES' GRIEVANCES on BEHALF OF THE EMPLOYER

For example: Having the authority to represent management at step one or above of the contractually established grievance procedure and effect a resolution.
Explain how the authority is carried out and describe the training received:*
The Employer believes that the employee(s) in question meet(s) the definition of Supervisory per the statute:*

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Other-Than-Essential Supervisory Questionnaire

HIRING

TRANSFER

SUSPENSION

PROMOTION

DISCHARGE

ASSIGNMENT

REWARD

DISCIPLINE of OTHER EMPLOYEES

DIRECTION of the WORK of OTHER EMPLOYEES

ADJUSTMENT of OTHER EMPLOYEES' GRIEVANCES on BEHALF OF THE EMPLOYER