Job DescriptionTitle: Employee Relations OfficerDepartment: Employee RelationsReports To: Deputy of Employee Relations; Director of Employee RelationsSalary Range: $81,265 - $103,254 Job Summary The Employee & Labor Relations Officer assists the Deputy, Employee and Labor Relations with coordinating and implementing effective, comprehensive and equitable employee/labor relations across all represented and non-represented employee groups. Implements policies, practices, and strategies for the management of a highly effective workforce while also ensuring adherence to collective bargaining agreements, policies and administrative guidelines.
This is a full-time, 12 month non-represented position. The salary grade is 4027, which ranges from 74,010 to 105,518 depending related experience. Essential Functions - Serves as a resource to Talent Partners in clarifying provisions of collective bargaining agreements and in basic employee/labor relations.
- Assists the Deputy, Employee and Labor Relations in serving as the liaison between management and labor representatives in resolving issues involving contract interpretation.
- Obtains, reviews, and evaluates evidence in allegations of misconduct where suspension, demotion or termination are being recommended by supervisory/administrative personnel.
- Under the direction of the Deputy, Employee and Labor Relations or Investigative Officer, conducts investigations into allegations of significant wrongdoing by District personnel, such as those involving unlawful discrimination, harassment, bullying, inappropriate interactions with students, et cetera, and makes recommendations as to action to be taken pursuant to such investigations.
- Upon consultation with the Deputy, Employee and Labor Relations, renders final recommendations regarding suspension, demotion, or termination of personnel and composes appropriate correspondence and takes required steps to effect the recommendations.
- Provides expert advice and assistance to supervisory/administrative personnel with reviewing all pertinent information and discussing possible solutions, alternatives or recommendations for consideration in complex or unique situations or on matters relating to conditions of employment as covered by collective bargaining agreements or School District policy.
- Reviews and processes grievances at appropriate levels and represents management in the hearing, negotiation, and settlement of grievances under established grievance procedures; assists with the preparation of briefs for arbitrations.
- Conducts staff development sessions for supervisory and administrative employees to educate them on policy changes and contract interpretation.
- Serves on committees, focus groups, and task forces to implement workplace policy and practices reforms.
- Collects data concerning alleged violations of School District policies and collective bargaining agreements, and provides background research for contract negotiations.
- Creates tools, templates and models for administrators to use to address common conflicts.
- Conducts staff development sessions to review provisions of negotiated contracts, address common areas of concern and provide tools for addressing conflicts.
- When necessary, collects data to support the Investigative Officer and Deputy of Employee and Labor Relations in handling claims filed against the School District and its employees for alleged violations of law or policy.
Other Functions - Attends meetings and on-going travel as required.
Qualifications Minimum Requirements - Bachelor's degree from an accredited college or university.
- Six years of full-time, paid, professional experience in industrial or labor relations.
OR - Bachelor's degree from an accredited college or university.
- Six years of full-time, paid, professional experience in education, three years of which have included conducting hearings or serving as a building or union staff representative.
OR - Bachelor's degree from an accredited college or university.
- Six years of full-time, paid, professional experience in education, three years of which have included holding hearings, handling grievances, or participating in contract negotiations.
Knowledge, Skills and Abilities Demonstrated knowledge of: - the principles and practices of personnel administration.
- the principles and practices of hearing and grievance procedures.
Demonstrated ability to :- apply principles, practices, methods and techniques used in grievance procedures.
- analyze and interpret labor contract and agreement provisions.
- conduct staff development and training sessions.
- gather, analyze and evaluate data and to exercise sound judgment in making recommendations.
- present ideas effectively, both orally and in writing.
- establish and maintain effective working relationships.
Disclaimer The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.
