County of Alameda

Labor Relations Analyst I (#0283)

$35.75-$51.35 Hourly / $2,860.00-$4,108.00 BiWeekly /
$6,196.67-$8,900.67 Monthly / $74,360.00-$106,808.00 Yearly


DESCRIPTION
Under supervision, to provide staff assistance and coordination of County-wide employer-employee relations activities; to make policy recommendations on labor relations matters; to participate in labor negotiations activities; to assist in making assist in the resolution of grievances and disciplinary matters; to participate in labor negotiations activities; to assist in resolving and grievances and disciplinary matters; to prepare Memoranda of Understanding and other documents relating to Labor Relations assignments; to provide advice, interpretation, and orientation to operating department personnel; to represent the Human Resource Services Department in dealing with other departments, government agencies, labor organizations; and to perform related duties as required.

DISTINGUISHING FEATURES

This specification describes an entry-level classification located in the Employee and Labor Relations Division of the Human Resource Services Department, which provide support for and/or participate in county-wide employer-employee relations activities, including providing labor relations support to the division and responsible for conducting total compensation analysis and costing related contract negotiations.  The Labor Relations Analyst I is distinguished from the Labor Relations Analyst II in that the latter is the journey-level position and is expected to handle the most complex and sensitive Labor Relations, grievance and disciplinary matters independently.  Labor Relations Analyst II is distinguished from the Principle Labor Relations Analyst in that the latter class is a first level working supervisor within the Labor Relations classification series. 

EXAMPLES OF DUTIES
NOTE: The following are duties performed by employees in this classification.  However, employees may perform other related duties at an equivalent level.  Each individual in the classification does not necessarily perform all duties listed.


1.  Develops detailed, technical staff work in support of negotiations, including total compensation analysis and costing related to union and county proposals.

2.  Acts as County management representative in contact with union representatives and/or departments on meet and confer processes, grievances, disciplinary actions and other labor relations activities.

3.  Coordinates with contract negotiation team, operating departments, contract agencies and other interested parties. 

4.  Provides research analysis of facts pertaining to potential or stayed employee organization demands.  This may include cost or budget impact information relating to salary surveys, salary or benefit proposals.

5.  Consults with and provides advice to departmental management and supervisors on matters pertaining to employer-employee relations and Memoranda of Understanding;provides training to management personnel on MOU interpretation, performance management and other employee relations issues.

6.  Assists in the preparation of the Memoranda of Understanding which includes developing contract language; prepares other correspondence and memoranda as required; makes presentations as necessary.

7.  Keeps abreast of labor relations laws, court decisions and trends affecting both the private and public sector.

8.  May attend and participate in closed sessions with the Board of Supervisors regarding negotiations.

9.  Studies statutory requirements and recommendations; analyzes pending State legislation for effect on operations and cost impact for County departments and recommends County position on passage.

10. Provides on the job training to trainees/inters/entry-level staff.

MINIMUM QUALIFICATIONS
Education:

Possession of a Bachelor's degree in a relevant field from an accredited college or university.

(Additional employee/labor relations experience may be substituted for the educational requirement on a year for year basis.)

AND

Experience:

The equivalent of one year of human resources full-time experience at a professional level which involved working with labor organizations, company or agency management and other labor relations professionals in formulating, interpreting and explaining labor agreements, grievances/disciplinary issues, survey and total compensation analysis, and other labor relations activities.

KNOWLEDGE AND SKILLS
NOTE: the level and scope of the following knowledge and abilities are related tot duties listed under the "Example of Duties" section of this specification.


Knowledge of:
  • Knowledge of collective bargaining process in the public and/or private sector including Federal and State labor legislation applicable to local government.
  • Standard principles of collective bargaining including representation rights, management rights and scope of bargaining.
  • Standard negotiating practices, including preparation of negotiating strategy, tactics and impasse procedures.
  • Knowledge of the principles of human resource administration and management.
  • Techniques of administrative and management analysis including the identification of fringe benefit costs and other labor statistics.
  • Statistical and reporting methods used in administrative and management analysis.
  • Fair Employment and Equal Opportunities policies and regulations.
  • Current employer-employee relations practices, trends and major problems.
  • Techniques of dispute resolution.
  • Administrative procedures and practices for processing grievances up to and including arbitration.

Ability to:
  • Effectively communicate in written and oral form.
  • Make decisions.
  • Research, analyze and problem solve.
  • Mange competing priorities.
  • Lead other people.
  • Demonstrate interpersonal sensitivity.
  • Be flexible.
  • Plan and organize.
  • Analyze budgets.
  • Use independent judgement.

CLASS SPEC HISTORY
RSS: pb - 02/14/91
Rev: TB:dj - 07/05/94
Rev: RSS: pb - 02/24/98
1182h
co updated: 05/05/00
New doc name: 0284 under Jobspecs/Newspecs
CSC Date: 03/04/98
RE:cs  Revised 05/28/14
CSC Date: 05/28/14
Re:ah  Revised 10/26/18
CSC Date: 11/07/18

BENEFITS

Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being.  These benefits include but are not limited to*:

For your Health & Well-Being

  • Medical – HMO & PPO Plans
  • Dental – HMO & PPO Plans
  • Vision or Vision Reimbursement
  • Share the Savings
  • Basic Life Insurance 
  • Supplemental Life Insurance (with optional dependent coverage for eligible employees)
  • Accidental Death and Dismemberment Insurance 
  • County Allowance Credit
  • Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance
  • Short-Term Disability Insurance
  • Long-Term Disability Insurance
  • Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services
  • Employee Assistance Program

For your Financial Future

  • Retirement Plan - (Defined Benefit Pension Plan)
  • Deferred Compensation Plan (457 Plan or Roth Plan)

For your Work/Life Balance

  • 11 paid holidays
  • Floating Holidays
  • Vacation and sick leave accrual
  • Vacation purchase program
  • Management Paid Leave**
  • Catastrophic Sick Leave
  • Employee Mortgage Loan Program
  • Group Auto/Home Insurance
  • Pet Insurance
  • Commuter Benefits Program
  • Guaranteed Ride Home
  • Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts)
  • Employee Discount Program (e.g. theme parks, cell phone, etc.)
  • Child Care Resources
  • 1st United Services Credit Union 

*Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement.  This provides a brief summary of the benefits offered and can be subject to change.

** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave.