general supervision, performs professional, public employee and labor relations
duties of average difficulty within the Human Resources Division; investigates
grievances and complaints; serves as a member of management negotiation team
during contract negotiations; advises management on proper interpretation and
application of union contracts; and does related or other work as required in
accordance with Rule 3, Section 3 of the Civil Service Rules.
is the journey-level class in the Employee Relations Analyst series. Employees
in this class perform the full range of moderately-difficult, professional employee
and labor relations assignments with significant independence as well as
latitude for individual judgment and discretion.
a wide variety of grievances and complaints, determines if violations occurred,
and makes recommendations for resolution; prepares the County response;
prepares materials for hearings and assists in representing County management
surveys and gathers information related to collective bargaining; participates
in developing the County’s position on matters within the scope of bargaining;
participates in the preparation of materials needed for negotiations; serves as
a member of the negotiating team.
County supervisors and managers regarding the interpretation and application of
Memoranda of Understanding, the Employee-Employer Relations Policy, and various
other policies and ordinances dealing with employee relations.
County supervisors and managers on a wide variety of disciplinary matters;
recommends strategies for handling discipline cases; reviews proposed actions
for consistency and compliance with policy.
training to County supervisors and managers regarding MOU changes, employee
relations policies, and the proper practices for handling complaints,
grievances, and other areas of employee relations.
correspondence and analytical reports.
clerical staff on the processing of arbitration hearings.
in activities relating to certification and decertification elections as
specified in the County’s Employee-Employer Relations Policy.
in the development, review and maintenance of assigned budgets.
EITHER PATTERN I
Experience: One year as an Employee Relations Analyst I in San Joaquin County Service.
OR PATTERN II
Education: Graduation from an accredited four-year college or university, preferably with a major in public or business administration, industrial psychology, social science, or another area that included coursework in human resources or labor relations.
Experience: Either one (1) year performing professional collective bargaining, negotiations, and employee/labor relations work; OR one (1) year performing professional personnel work that included participation in employee/labor relations activities such as employee discipline, complaint investigations, or other activities that required interfacing with union representatives.
Substitution: Additional experience performing professional
or paraprofessional personnel, employee/labor relations, or personnel-related
administrative/analytical work may substitute for the required education on a
FOR BOTH PATTERNS
License: Possession of a valid California driver’s
and practices of human resources management, including employee and labor relations,
position classification, and salary administration; principles and practices of
collective bargaining; principles and practices of employee supervision and
training; business statistics and mathematics; methods of gathering and presenting
data; language mechanics and report writing.
Perform professional employee and labor relations work; read, comprehend, and interpret technical written material; apply standard business statistical and mathematical concepts; interpret and apply labor laws and provisions of Memoranda of Understanding; gather and analyze data and prepare comprehensive reports; use good judgment and make sound decisions in situations involving time pressures; take accurate, detailed notes at meetings; communicate effectively, both orally and in writing; establish and maintain effective working relationships with those encountered during the course of the work, including representatives of employee organizations.
operation of keyboards; frequent sitting for long periods of time, standing and
walking, driving; occasional pushing, pulling, bending, squatting and crawling;
Lifting—frequent lifting of 30 pounds or less; Vision—constant use of good
overall vision; frequent reading/close-up work; occasional color, depth, and
peripheral vision; Dexterity—frequent repetitive motion; frequent writing;
occasional grasping, holding, reaching; Hearing/Talking—frequent
talking/hearing in person, in large meetings and on the telephone; Emotional/Psychological—
constant concentration; frequent decision making, public contact, and working
alone; occasional working nights, weekends and traveling; Environmental—frequent
exposure to noise.