Employee Relations Specialist

Performs a variety of professional-level staff work related to an employer-employee relations program including investigation, analysis, and adjudication of disciplinary actions, grievances, appeals, and complaints.

Conducts investigations requiring fact-finding and the verification and resolution of facts and issues in matters affecting disciplinary actions, grievances, appeals, and complaints.

Analyzes and evaluates evidence in cases of disciplinary action; develops additional supportive evidence, background information, and documentation; and when appropriate prepares statements of charges for Board of Trustees' approval and recommends appropriate disciplinary action.

Interprets negotiated bargaining agreements for management and supervisory staff.

Confers with administrators and supervisors on the effective resolution of employee relations problems by providing information on progressive discipline, evaluation procedures, due process requirements and complaint and grievance procedures and recommending courses of action.

Acts as the District's advocate at classified disciplinary and grievance hearings which includes the subpoenaing of witnesses, pre-hearing preparation of witnesses, answering of interrogatories, the production of records and evidence, and preparation of statements and briefs.

Advises employees on the rights, privileges, and burdens of employees and supervisors in filing grievances, appeals, and complaints, and counsels individuals on minor problems of employee conduct or dissatisfaction, poor work habits, leave problems, indebtedness, and provisions related to various employee benefits and services.

Assists in the development of District-wide policies, procedures, and standards to assure equitable and impartial treatment of employees in such matters as supervisor employee relations, employee conduct, employee rights, and grievance and appeal procedures.

Mediates discussions between supervisors, employees, and employee representatives regarding problems adversely affecting an employee's performance.

Reviews unemployment claims; files appeals as appropriate; represents the District at appeal hearings.

Reviews and evaluates medical reports, reports of arrest, criminal investigations, and related data; interprets health and arrest/conviction standards; and makes disposition on the eligibility of individuals for employment and retention.

Effectively utilizes the capabilities and functions of standard office software applications such as data management, spreadsheet, presentation, and word processing in completing assigned projects.

Effectively utilizes the capabilities and functions of specialized software programs in the production of management information and reports.

Establishes and maintains working relationships with Federal, State, and local governmental agencies whose functions are related to employer-employee relations.

Participates in a variety of standing and ad hoc committees regarding personnel practices.

Assists in the analysis of the effects upon the District of legislation related to employer-employee relations.

Assists in the development of negotiation strategies for collective bargaining and interprets negotiated agreements for management.

Assists in preparation of proposals and counter proposals for discussion at the collective bargaining table.

Researches information used in the negotiation process on matters such as salaries, employment practices, employee benefits, etc.; prepares reports on findings; and makes recommendations.

Performs related duties as assigned.

An Employee Relations Specialist applies a detailed knowledge of specialized federal, state, and District laws, rules, and administrative policies related to employer-employee relations in providing information, interpretation of contract provisions, consultation, and guidance to District staff on sensitive employer-employee relations matters and in the investigation, analysis, and resolution of disciplinary matters, grievances, appeals, and complaints.

A Personnel Analyst performs journey-level professional personnel work related to classification of positions; wage and salary and benefit administration; personnel policies, rules, and procedures; recruitment and selection; and equal employment opportunity and affirmative action programs and services. 

General supervision is received from a classified administrator. Functional supervision may be exercised over assigned professional, technical, and clerical employees.

Knowledge of:

Public sector labor relations laws and precedents

Sections of the Education, Penal, and Unemployment Insurance Codes and rules, regulations, and policies of the District related to the employment and retention of personnel

Policies of the District related to the employment and retention of personnel

Collective bargaining agreements covering District employees

District Board of Trustee rules and administrative policies related to employee relations

Personnel Commission laws and rules

Trends in employer-employee relations

Principles and techniques of counseling and guidance

Fact-finding methods and procedures

Administrative organization, personnel, and policies of the Los Angeles Community College District

Principles and techniques of arbitration advocacy

Capabilities of computer systems, software, and hardware used in the employer-employee relations field

Computer software such as word processing, spreadsheet, database management, and desktop publishing

Ability to:

Perform a wide range of professional-level employer-employee relations activities

Compile data and analyze situations; translate findings into clear, concise reports and make sound recommendations; and meet important deadlines

Interpret, apply, and explain applicable laws, policies, and precedents to employee relations matters

Effectively present and argue management’s position in cases involving arbitration

Express difficult situations and concepts effectively in oral and written presentations

Develop innovative solutions to complex and sensitive employer-employee relations problems

Effectively utilize computer equipment, software, and management information systems in the performance of duties

Maintain a fair and impartial attitude

Work independently on complex assignments

Effectively counsel employees with problems which are adversely affecting work performance

Work effectively with all levels of District administrators, employees, employee organization representatives, representatives of private and public agencies, and individuals of a variety of ethnic, social, and economic background

Maintain and exercise sound judgment in stressful situations

Travel to off-site locations to conduct investigations

Education and Experience:

A. A master's degree from a recognized college or university with a major in labor and industrial relations, human resource management, industrial or organizational psychology, public administration, or a related field AND one year of recent, full-time, paid, professional-level personnel experience in interpreting bargaining contract provisions and investigating, analyzing, and resolving disciplinary matters, grievances, appeals, and complaints.

OR

B. A bachelor's degree from a recognized college or university preferably with a major in labor and industrial relations, human resource management, industrial or organizational psychology, public administration, or a related field AND three years of recent, full-time, paid, professional-level personnel experience in interpreting bargaining contract provisions and investigating, analyzing, and resolving disciplinary matters, grievances, appeals, and complaints.

Special:

A valid Class "C" California driver's license is required.

Travel to locations throughout the District is required.

• Medical and dental insurance and vision care plans are provided for employees and their dependents.
• A $50,000 life insurance policy is provided free of charge for each employee.
• New employees receive 12 full-pay days and 88 half-pay days of illness leave.
• At least 15 paid holidays per year.
• Vacation days accrue annually beginning at 10 days and increasing incrementally to 24 days depending on years of service with the District. Vacation days for management and confidential positions begin at 15, 20, or 24 days.
• Other paid time off includes: bereavement leave, personal necessity leave, court subpoena, and jury duty.
• Employees become members of the Public Employees Retirement System. Employees are also covered by Social Security.
• Employee Assistance Program

The examination process may consist of one or more parts which may include a training and experience evaluation, written test, performance test and/or oral interview.

Our class specification generally describes the duties, responsibilities, and requirements characteristic of the position(s) within this job class. The duties, responsibilities, and requirements of a particular position within this class may vary from the duties of other positions within the class.

In accordance with the Americans with Disabilities Act (ADA), the Los Angeles Community College District provides reasonable accommodation to qualified individuals with covered disabilities on a case-by-case basis throughout the application, examination, and hiring processes and throughout employment. If an individual is in doubt about his or her ability to perform the duties and responsibilities of a position or possession of any other requirement noted in a class specification or job announcement, he or she should always apply for a position and request reasonable accommodation at the appropriate time.