Labor Department Resource Associate

The Department of Labor has a critical business need to add a Labor Department Resource Associate in the targeted program area of Performance and Accountability. Fiscal constraints limit the agency to a lateral transfer of a current qualified employee already at the salary level of a Resource Associate, SH 20 (SH 23 if RC) and in certain job titles. 

This lateral transfer opportunity is limited to DOL employees whose current job title is Labor Department Adjudications Specialist, Labor Department Business Services Specialist, Labor Department Career Development Specialist or Labor Department Resource Associate.

This position is responsible for outreach for the Migrant Seasonal Farm Worker (MSFW) program in the Performance and Accountability unit. 

This is a full-time, first shift position based in Wethersfield.

This position requires a valid driver's license. The position is required to travel.

The selected candidate must be from a MSFW background, or speak Spanish, or is Hispanic.

Please be advised this is a lateral transfer opportunity for qualified employees in the Department of Labor at the same salary level of SH 20 (SH23 if in RC position) and in the job title of Labor Department Adjudications Specialist, Labor Department Business Services Specialist, Labor Department Career Development Specialist or Labor Department Resource Associate. The selected agency employee will be reclassified in his or her position, PCN number and reassigned with no salary change. This is NOT A VACANCY and, therefore, merit system and reemployment rules do not apply.

In the Department of Labor this class is accountable for such activities as program development, automation support, grants and contract development, monitoring and evaluation or training and/or technical assistance to field staff or centrally located direct service providers. The class may function in such areas as Operational Support, Appeals, Program Policy and Staff Development.

The specific duties of this Resource Associate position are as follows:

(1) Outreach workers must locate and contact MSFWs who are not being reached by the normal intake activities conducted by the ES offices. Outreach workers' responsibilities include explaining to MSFWs at their working, living, or gathering areas (including day-haul sites), by means of written and oral presentations either spontaneous or recorded, in a language readily understood by them, the following:

   (I) the services available at the local one-stop center (which includes the availability of referrals to training, supportive services, and career services, as well as specific employment opportunities), and other related services;

   (ii) Information on the Employment Service and Employment-related Law Complaint System;

   (iii) Information on the other organizations serving MSFWs in the area; and

   (iv) A basic summary of farmworker rights, including farmworker rights with respect to the terms and conditions of employment.

(2) Outreach workers must not enter work areas to perform outreach duties described in this section on an employer's property without permission of the employer unless otherwise authorized to enter by law; must not enter workers' living areas without the permission of the workers; and must comply with appropriate State laws regarding access.

(3) After making the presentation, outreach workers must urge the MSFWs to go to the local one-stop center to obtain the full range of employment and training services.

(4) If an MSFW cannot or does not wish to visit the local one-stop center, the outreach worker must offer to provide on-site the following:

   (i) Assistance in the preparation of applications for employment services;

   (ii) Assistance in obtaining referral(s) to current and future employment opportunities;

   (iii) Assistance in the preparation of either ES or employment-related law complaints;

   (iv) Referral of complaints to the ES office Complaint Specialist or ES office manager;

   (v) Referral to supportive services and/or career services in which the individual or a family member may be interested; and

   (vi) As needed, assistance in making appointments and arranging transportation for individual MSFW(s) or members of his/her family to and from local one-stop centers or other appropriate agencies.

(5) Outreach workers must make follow-up contacts as necessary and appropriate to provide the assistance specified in paragraphs (b)(1) through (4) of this section.

(6) Outreach workers must be alert to observe the working and living conditions of MSFWs and, upon observation or upon receipt of information regarding a suspected violation of Federal or State employment-related law, document and refer information to the ES office manager for processing in accordance with § 658.411 of this chapter. Additionally, if an outreach worker observes or receives information about apparent violations (as described in § 658.419 of this chapter), the outreach worker must document and refer the information to the appropriate ES office manager.

(7) Outreach workers must be trained in local office procedures and in the services, benefits, and protections afforded MSFWs by the ES, including training on protecting farmworkers against sexual harassment. While sexual harassment is the primary requirement, training also may include similar issues such as sexual coercion, assault, and human trafficking. Such trainings are intended to help outreach workers identify when such issues may be occurring in the fields and how to document and refer the cases to the appropriate enforcement agencies. They also must be trained in the procedure for informal resolution of complaints. The program for such training must be formulated by the State Administrator, pursuant to uniform guidelines developed by the Employment and Training Administration (ETA). The SMA must be given an opportunity to review and comment on the State's program.

(8) Outreach workers must maintain complete records of their contacts with MSFWs and the services they perform. These records must include a daily log, a copy of which must be sent monthly to the ES office manager and maintained on file for at least 2 years. These records must include the number of contacts, the names of contacts (if available), and the services provided (e.g., whether a complaint was received, whether a request for career services was received, and whether a referral was made). Outreach workers also must maintain records of each possible violation or complaint of which they have knowledge, and their actions in ascertaining the facts and referring the matters as provided herein. These records must include a description of the circumstances and names of any employers who have refused outreach workers access to MSFWs pursuant to paragraph (b)(2) of this section.

(9) Outreach workers must not engage in political, unionization, or anti-unionization activities during the performance of their duties.

(10) Outreach workers must be provided with, carry and display, upon request, identification cards or other material identifying them as employees of the SWA.

(11) Outreach workers in significant MSFW local offices must conduct especially vigorous outreach in their service areas.  

 

Knowledge of Job Service, Unemployment Compensation or Employment and Training programs; knowledge of relevant state and federal laws, statutes and regulations; knowledge of effective interviewing techniques; interpersonal skills; oral and written communications skills; problem solving skills; ability to interpret and analyze laws, policies, regulations and legal precedents; training ability.

Seven (7) years of technical level experience performing Job Service, Unemployment Insurance or Employment and Training functions.

One (1) year of the General Experience must have been in program development, automation support, grants and contract development, monitoring and evaluation or training and/or technical assistance.

Note: For State employees, this is interpreted at the level of a Labor Department Associate Community Services Representative performing work in the targeted program area.

1. College training may be substituted for the General experience on the basis of fifteen (15) semester hours equalling one-half (1/2) year of experience to a maximum of four (4) years for a Bachelor's degree.

2. A Master's degree in public administration, business management or a closely related area may be substituted for one (1) additional year of the General Experience.

3. For State employees, one (1) year of experience as a Labor Department Adjudications Specialist, Labor Department Career Development Specialist or Labor Department Business Services Specialist performing technical work in the targeted program area may be substituted for the General and Special Experience.

1. Incumbents in this class assigned to veterans program positions will be required to meet the qualifications set forth in Title 38, i.e. must be veterans, preferably disabled veterans, or other qualified, eligible persons. Any employee who bumps a Labor Department Resource Associate in a veterans program position must meet the eligibility requirements under Title 38.

2. Incumbents in this class may be required to travel.

3. Incumbents in this class may be required to speak a foreign language.

AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER

The State of Connecticut is an equal opportunity/affirmative action employer and strongly encourages the applications of women, minorities, and persons with disabilities.