County of Alameda

Human Resources Leaves Case Manager Trainee (#0457)

Bargaining Unit: Unrep - Confidential Mgmt (U50)
$40.65-$51.87 Hourly / $3,252.00-$4,149.60 BiWeekly /
$7,046.00-$8,990.80 Monthly / $84,552.00-$107,889.60 Yearly

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DESCRIPTION

This classification specification describes the entry/trainee level of the Human Resources Leaves Case Manager flexibly-staffed series. Under close supervision, responsible for providing professional-level, direct, day-to-day disability-related consultation, technical assistance, and support to County of Alameda (County) agencies/departments who have centralized their medical leave and accommodation program pursuant to County policies and procedures, state and federal disability laws and leave provisions, and other applicable statutes in a training capacity; and performs other related duties as required.

DISTINGUISHING FEATURES

This classification is part of a two-level, flexibly staffed series of the Human Resources Leaves Case Manager classifications. This position is located in the Human Resource Services Medical Leaves & Accommodation Services (MLAS) unit and reports directly to the Human Resources Leaves Manager. The Human Resources Leaves Case Manager Trainee classification is distinguished from the higher-level classification of Human Resources Leaves Case Manager in that the former classification is in training, learning the full scope of the assigned duties and responsibilities, while the latter is independently performing professional-level work and having full responsibility for an assignment.

Human Resources Leaves Case Manager Trainees are expected to gain experience and demonstrate proficiency, which qualifies them to be promoted to the higher-level classification after the equivalent of one (1) year of full-time service. If proficient, employees will be eligible to be flexibly promoted to the Human Resources Leaves Case Manager classification after the equivalent of six (6) months. Appointment at the Human Resources Leaves Case Manager Trainee level will not be extended beyond one (1) year.

EXAMPLES OF DUTIES

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

As assigned in a training capacity:

Reviews reasonable accommodation requests and supporting documentation from employees and reasonable accommodation candidates participating in Alameda County’s recruitment and selection process; promptly engages with the employee and supervisor, or candidate, in the interactive process; provides timely documentation of the department’s ability to accommodate requests; assists in the implementation of accommodations/supply of ergonomic equipment; provides follow-up to ensure accommodations are effective, and documents reasonable accommodation efforts.
Researches assistive technology, software, equipment, and other reasonable accommodation possibilities for employees and applicants with disabilities in compliance with local, state, and federal laws.
Conducts or assists centralized County agencies/departments in developing and completing essential job functions analysis.
When conducting alternate job searches, assesses an employee’s qualifications and eligibility for alternate positions pursuant to Civil Service Rules; runs vacancy position reports; makes alternate job offers with or without reasonable accommodation, and may file for disability retirement on behalf of employees when applicable.
May work with centralized agencies/departments to determine the appropriateness and availability of temporary modified work assignments based on specific medical documentation/employee’s work restrictions, and oversees the coordination of such assignments.
Maintains confidential employee medical files; appropriate records of each medical leave and/or accommodation management case, related meetings, and discussions; and the outcome of reasonable accommodation requests in a database system.
Oversees the coordination of Family and Medical Leaves (FML) and/or County leaves of absence, ensures timely notifications to employees regarding their remaining options when all entitled leaves are exhausted; and consults with supervisors/managers on deviation from approved FML intermittent leave and/or fraudulent claims.
Oversees the timely processing of workers’ compensation claims in collaboration with Risk Management; works closely with the County’s Third-Party Administrator on the progress of the claims, the implementation of Family and Medical Leave and County industrial related leaves of absence; attends Third Party Administrator meetings as needed and initiates the interactive reasonable accommodation process when appropriate.
Participates in case management meetings with County agencies/departments, including Risk Management/Third Party Administrators, County Counsel, and Labor Relations, and recommends appropriate plans of action to ensure the proper handling of each case.
Prepares various medical leaves and accommodation reports; conducts and/or assists in medical leaves and accommodation-related presentations for employees, managers, and/or supervisors; and attends various meetings and trainings as needed.
Communicates with employees, health providers, and County agencies/departments in a timely manner.
Consults with the Human Resources Leaves Manager as needed on complex and/or high-risk cases.

MINIMUM QUALIFICATIONS

EITHER I

Experience:

The equivalent of two (2) years of full-time experience in the classification of Human Resources Leaves Technician or Human Resources Technician in the County classified service.

Experience involving medical leaves and reasonable accommodation case management, the administration of family and medical leaves, or workers’ compensation is highly desirable.

OR II

Education:

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

AND

Experience:

The equivalent of one (1) year of recent, full-time experience in professional-level human resource management. Experience involving medical leaves and reasonable accommodation case management, the administration of family and medical leaves, or workers’ compensation is highly desirable.

Substitution:

Four (4) additional years of experience may be substituted for the education requirement in Pattern II.

NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.

KNOWLEDGE AND SKILLS

NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Examples of Duties” section of this specification.

Knowledge of:

State and Federal disability laws, leave provisions, and regulations.
County policies and procedures, Administrative Code, CS Rules, Personnel Procedures, Memoranda of Understanding (MOUs), and personnel administration.
Equal Employment Opportunity (EEO) concepts and guidelines for compliance related to employee/applicant disabilities.
Public sector human resource practices and principles including, but not limited to, employment selection, position classification and compensation.
Effective techniques of interpersonal relations, negotiation, strategies, conflict resolution, and problem-solving.
Statistical methods used to analyze data.
Human resource management systems applications, and other commonly used software applications.

Ability to:

Analyze, problem-solve, and make sound judgments and appropriate recommendations.
Demonstrate interpersonal sensitivity.
Establish effective working relationships and confer at all levels.
Negotiate and strategize.
Plan and organize.
Effectively communicate, orally and in writing.
Assist with developing and conducting training in related areas of disability management and reasonable accommodation.
Provide effective and efficient leadership, direction, and supervision to staff, including basic coaching and team building.
Make presentations to individuals and groups.
Read, interpret, and apply laws, rules, regulations, standards, and procedures.
Use applicable state and federal provisions, as well as Charter and Civil Service Rules and Regulations.

CLASS SPEC HISTORY

NewSpec 0457.docx

RE:sa 07/13/2022

CSC Date: 11/02/2022

SA:saa Revised/Retitled 01/16/2025

Old Title: Medical Leaves & Accommodation Services Case Manager Trainee

CSC Date:06/11/25

BENEFITS

The 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 employee discount, fitness and health screening programs focused on overall wellbeing. 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, Long-Term Care, 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

12 paid holidays
Floating Holidays
Vacation and sick leave accrual
Vacation purchase program
Management Paid Leave**
Catastrophic Sick Leave
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 summary of the benefits offered and can be subject to change.

** Non-exempt management employees are entitled to up to three (3) days of management paid leave. Exempt management employees are entitled to up to eight (8) days of management paid leave.