Employee and Labor Relations Specialist

Location Los Angeles Community College District Office Salary $9,687.54 - $10,782.47/mo; $116,250.48 - $129,389.64/yr (based on a full-time, 12-mo position) Performs a variety of journey-level professional staff work related to an employee and labor relations program including investigation, analysis, and adjudication of disciplinary actions, grievances, appeals, and complaints, and participating in the collective bargaining process. Typical Duties Conducts investigations requiring fact-finding and the verification and resolution of facts and issues in matters affecting disciplinary actions, grievances, appeals, and complaints. Analyzes and evaluates evidence in cases of disciplinary action; develops additional supportive evidence, background information, and documentation; and when appropriate prepares statements of charges for Board of Trustees’ approval and recommends appropriate disciplinary action. Interprets negotiated bargaining agreements for management and supervisory staff. Confers with administrators and supervisors on the effective resolution of employee relations problems by providing information on progressive discipline, evaluation procedures, due process requirements and complaint and grievance procedures and recommending courses of action. Represents the District at classified disciplinary and grievance hearings which includes pre-hearing preparation of witnesses, answering of interrogatories, the production of records and evidence, and preparation of statements and briefs. Advises employees on the rights, privileges, and burdens of employees and supervisors in filing grievances, appeals, and complaints, and counsels individuals on minor problems of employee conduct or dissatisfaction, poor work habits, leave problems, indebtedness, and provisions related to various employee benefits and services. Assists in the development of District-wide procedures and standards to assure equitable and impartial treatment of employees in such matters as supervisor employee relations, employee conduct, employee rights, and grievance and appeal procedures. Mediates discussions between supervisors, employees, and employee representatives regarding problems adversely affecting an employee’s performance. Researches information used in the collective bargaining process on matters such as salaries, employment practices, employee benefits, and related areas; prepares reports on findings; and makes recommendations. Prepares and conducts training sessions for administrators and supervisors on disciplinary processes and procedures, grievance resolution, and related areas. Reviews and evaluates medical reports, reports of arrest, criminal investigations, and related data; interprets health and arrest/conviction standards; and makes disposition on the eligibility of individuals for employment and retention. Effectively utilizes the capabilities and functions of standard office software applications such as data management, spreadsheet, presentation, and word processing in completing assigned projects. Effectively utilizes the capabilities and functions of specialized software programs in the production of management information and reports. Establishes and maintains working relationships with Federal, State, and local governmental agencies whose functions are related to employee and labor relations. Attends and participates in standing and ad hoc committees regarding personnel practices. Assists in the analysis of the effects upon the District of legislation related to employee and labor relations. Prepares a variety of descriptive and evaluative reports and correspondence. Performs related duties as assigned. Distinguishing Characteristics An Employee and Labor Relations Specialist performs a variety of journey-level professional staff work related to an employee and labor relations program including investigation, analysis, and adjudication of disciplinary actions, grievances, appeals, and complaints, and participating in the collective bargaining process. Employees in this class apply a detailed knowledge of specialized federal, state, and District laws, rules, and administrative policies related to employee and labor relations. An Assistant Director of Employee and Labor Relations assists the Director of Employee and Labor Relations in planning, organizing, and directing the day-to-day operations of the District’s employee and labor relations unit, which includes the areas of collective bargaining, disciplinary actions, appeals, complaints, grievances, HR policy development and reporting, and other related areas. A Director of Employee and Labor Relations plans, organizes, and directs the day-to-day operations of the District’s employee and labor relations unit which encompasses the functions of collective bargaining, contract administration, disciplinary actions, appeals, complaints, grievances, HR policy development and reporting, and other related areas. Supervision General supervision is received from a classified administrator. Functional supervision may be exercised over assigned professional, technical, and clerical employees. Class Qualifications Knowledge of : Public sector labor relations laws and precedents Sections of the Education and Penal Codes and rules, regulations, and policies of the District related to the employment and retention of personnel Policies of the District related to the employment and retention of personnel Collective bargaining agreements covering District employees District Board of Trustee rules and administrative policies related to employee and labor relations Personnel Commission laws and rules Trends in employee and labor relations Principles and techniques of counseling and guidance Fact-finding methods and procedures Research and data collection techniques used in assigned area Organization, functions, and key staff of the District Principles and techniques of arbitration advocacy Capabilities of computer systems, software, and hardware used in the employee and labor relations field Computer software such as word-processing, spreadsheet, database management, and desktop publishing Ability to : Accurately secure, evaluate, analyze, and record facts, translate findings into clear, concise reports, and make sound recommendations Develop innovative solutions to complex and sensitive employee and labor relations problems Interpret, apply, and explain applicable laws, policies, and precedents to employee and labor relations matters Express difficult situations and concepts effectively in oral and written presentations Effectively counsel employees with problems which are adversely affecting work performance Effectively utilize computer equipment, software, and management information systems in the performance of duties Adapt to changing priorities and work demands Perform complex assignments independently Work on many simultaneous assignments with close attention to detail and with attention to schedules and deadlines Maintain and exercise sound judgment in challenging and/or sensitive situations Maintain high levels of ethical and professional conduct and confidentiality Maintain a fair and impartial attitude Work effectively with all levels of a diverse pool of District administrators, employees, employee organization representatives, representatives of private and public agencies, and individuals of a variety of ethnic, social, and economic background Travel to off-site locations to conduct investigations Entrance Qualifications Education and Experience : A. A master’s degree from a recognized college or university with a major in labor or industrial relations, human resource management, industrial or organizational psychology, public administration, or related field AND one year of recent, full-time, paid, professional-level human resources experience in investigating, analyzing, and resolving employee disciplinary matters, grievances, appeals, and complaints. Collective bargaining experience is desirable. OR B.A bachelor’s degree from a recognized college or university preferably with a major in labor or industrial relations, human resource management, industrial or organizational psychology, public administration, or related field AND three years of recent, full-time, paid, professional-level human resources experience in investigating, analyzing, and resolving employee disciplinary matters, grievances, appeals, and complaints. Collective bargaining experience is desirable. Special : A valid Class "C" California driver's license is required. Travel to locations throughout the District is required. Medical and dental insurance and vision care plans are provided for employees and their dependents. A $50,000 life insurance policy is provided free of charge for each employee. New employees receive 12 full-pay days and 88 half-pay days of illness leave. 19 paid holidays per year. Vacation days accrue annually beginning at 10 days and increasing incrementally to 24 days depending on years of service with the District. Vacation days for management and confidential positions begin at 15, 20, or 24 days. Other paid time off includes: bereavement leave, personal necessity leave, court subpoena, and jury duty. Employees become members of the Public Employees Retirement System. Employees are also covered by Social Security. Employee Assistance Program Selection Process The examination process may consist of one or more parts which may include a training and experience evaluation, written test, performance test and/or oral interview. Reasonable Accommodations Our class specification generally describes the duties, responsibilities, and requirements characteristic of the position(s) within this job class. The duties, responsibilities, and requirements of a particular position within this class may vary from the duties of other positions within the class. In accordance with the Americans with Disabilities Act (ADA), the Los Angeles Community College District provides reasonable accommodation to qualified individuals with covered disabilities on a case-by-case basis throughout the application, examination, and hiring processes and throughout employment. If an individual is in doubt about their ability to perform the duties and responsibilities of a position or possession of any other requirement noted in a class specification or job announcement, they should always apply for a position and request reasonable accommodation at the appropriate time. #J-18808-Ljbffr