Director Of Labor Relations

Profile

Director of Labor Relations
Duties: Directs the functioning and coordination of labor relations to ensure services are operating efficiently and that consistent quality service is being provided to customers. Prepares and conducts training sessions covering labor relations practices and issues, such as grievance and arbitration procedures, discipline handling, and orientation to new or revised labor agreement provisions following collective bargaining. Verifies adherence to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours, and working conditions. Directs and tracks all activities related to labor relations projects. Prepares and reviews a variety of reports on the performance and operation of labor relations; reports on issues and problems and recommends courses of action to address identified issues. Assists in establishing strategic direction and plan for labor and employee relations within the organization and updates and implements strategic plan. Updates and distributes the current negotiated Collective Bargaining Agreement, Board Rules, and other negotiated agreements. Prepares and manages the Labor Relations budget and other financial measures of Labor Relations. Provide a positive work environment that does not discriminate based on race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran. Investigates, responds to and resolves employee grievances and other labor matters. Provides formal response and support for decision, implements grievance resolutions, ULPs, including preparing side letters, memoranda of understanding, etc. Ensures grievance activities are timely and in compliance with the bargaining contract. Works with union representatives to address issues and enhance the working relationship of the parties. Focuses on interest-based problem solving and negotiation. Serves as the SORTA representative in arbitration hearings, depending on experience and qualifications. Researches grievance facts, past practices, labor/work rule provisions and critical issues and represents the Authority’s position in such matters. Confers with Legal staff if applicable, regarding formal arbitration proceedings and assists in preparing and presenting the Authority’s case and strategy. Analyzes and/or implements arbitration award decisions and coordinates a variety of activities associated with award implementation, including policy or process revision and communication with/to affected parties. Counsels managers, supervisors and employees regarding issues governed by the employee handbook, code of conduct, collective bargaining agreement and the Authority’s policies and procedures, including bargaining and grievance matters. Develops organizational policies related to labor relations and counsels management on each step of the grievance process. Reviews relevant materials including statistical data, internal and external reports and cases, articles, etc. relating to labor relations policy, practices, functions, procedures and programs; provides interpretation of labor agreement provisions to managers, supervisors and employees. Confers with employees and bargaining unit representatives to address contract and grievance and matters. Reviews proposed changes in bargaining unit classifications; ensures compliance with contract provisions and statutes governing collective bargaining. Researches, prepares, and conducts negotiation of labor contracts; administers agreements and labor relations policy. Identifies issues and conducts research regarding Authority and Union proposals, evaluates alternatives and makes recommendations. Conducts any and all necessary background and preparatory meetings, scheduling and data gathering (e.g., surveys of other transit union agreements, internal management meetings, negotiation calendar, analysis of preliminary proposals and associated cost analysis, etc.). Leads the revision, verification and distribution of agreements, wage rate charts and other contractual information relative to jobs in bargaining units. Translates requirements in contract proposal recommendations following analysis of need, cost-benefit ratio, etc.

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