DESCRIPTION

Under general direction, to administer and coordinate the labor relations activities of the County which includes  planning, organizing, coordinating and directing the operations of the County-wide labor relations program of the Human Resource Services Department.  Major responsibilities include   supervision of subordinate professional and clerical staff; development and implementation of labor relations goals, policies and priorities; overseeing and conducting negotiations; interpretation of contract language, administrative code, salary ordinance provisions; and providing labor relations support to senior level management County-wide on the most complex, sensitive, difficult labor issues, and other related duties as required.

 

DISTINGUISHING FEATURES

 

This is a single position classification located in the Human Resource Services Department reporting directly to the Director of Human Resource Services.  Responsibilities include supervising the conduct of meet and confer and negotiations sessions and developing the County’s negotiating positions in conjunction with the County Administrator and Director of Human Resource Services for authorization by the County Board of Supervisors.  Duties involve the exercise of critical judgment in analyzing complex labor relations issues and formulating recommendations with far-reaching consequences.  The Labor Relations Manager is distinguished from lower level labor relations classifications in that it has overall responsibility for management of the County-wide labor relations function.

EXAMPLES OF DUTIES

NOTE:   The following are the 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.        Plans, directs, organizes and coordinates the County’s Labor Relations program and activities; develops and recommends policy and procedures to ensure efficient operation of the Labor Relations function; supervises Labor Relations Unit staff; assists in the development and ensures implementation of labor relations program objectives, work plans and tasks; and serves as the County’s primary subject matter expert in the area of labor relations.

2.        Attends and participates at meetings of the Board of Supervisors, Department/Agency Heads, committees, outside groups, and labor organizations regarding labor relations activities.  

3.        Monitors and evaluates the labor relations program and recommends revisions in policies, procedures and practices to the Director of Human Resources and the County Administrator.

4.        Formulates management strategies for County labor negotiations; assures coordination with other Human Resources programs, such as retirement, employee benefits and the County’s objectives; and supervises and strategizes with contract consultants who assist with contract negotiations.

5.        May act as the County management representative in contacts with union representatives and/or departments on complex and/or sensitive meet/confer processes, grievances, disciplinary actions, labor relations activities; conducts negotiations; may serve as chief spokesperson; assists County departments in implementing and administering labor relations activities; represents department heads on matters related to program areas and the interpretation and resolution of complex grievances, disciplinary issues, contract negotiations or disputes.

6.        Provides technical resources to staff involved in labor relations; supervises the development of detailed, technical staff work in support of negotiations, grievance and dispute resolution and disciplinary actions.

7.        Provides technical staff assistance to County officials and department representatives to assure reasonable uniformity in all aspects of labor relations policy, the interpretation and application of County Administrative Code, Salary Ordinance, all labor agreements and related County policies.

8.        Plans and oversees labor relations training for designated department staff County-wide.

9.        Serves as member of Executive/Leadership team; plays a lead role in the departmental strategic planning processes.

10.     Assists with departmental budget control, planning and assists in preparation of budget documentation.

11.     May function as Human Resource Services staff advocate in complex hearings or arbitrations.

12.     Acts for the Director in the review of grievances and may act for the Director in all labor relation’s matters in his/her absence.  

13.     Develops and implements tools to track labor relations objectives, tasks, negotiations, grievances, and other activities and issues.

14.     Studies statutory requirements and recommendations; analyzes pending legislation for effect on operations and County cost impact; keeps abreast of labor laws, court decisions and trends.

15.     May designate an analyst with lead responsibility for the most complex, sensitive, and difficult labor contract negotiations and administration.

16.     Performs other related work as required.

MINIMUM QUALIFICATIONS

MINIMUM QUALIFICATIONS  

Either I

Experience: The equivalent of four years of recent full-time experience as a Labor Relations Analyst II or Senior Departmental Personnel Officer or in an equivalent or higher level related class in the Alameda County classified service.  (Non-classified includes District Attorney’s Office, Hospital Authority, and the Consolidated Courts.)

Or II

Education: Possession of a Bachelor’s degree from an accredited college or university in a related field.

AND

Experience: The equivalent of two years of recent increasingly responsible professional experience in labor relations activities including, at the table negotiations. Four additional years of this kind of experience may substitute for the Bachelor’s degree.

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

KNOWLEDGE AND SKILLS

KNOWLEDGE AND ABILITIES

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:

 

·       Laws relating to collective bargaining with an emphasis on the public sector including federal and state labor legislation applicable to local government.

·       Techniques of dispute resolutions.

·       Standard principles of collective bargaining including representation rights, management rights and scope of bargaining.

·       Grievance handling and administration.

·       Standard negotiating practices, including preparation of negotiation strategy, tactics and impasse procedures.

·       Current labor relations practice trends in the public sector.

 

·       Principles of supervision, human resource administration and management.

·       Principles of organization and management, administrative and management analysis, fringe benefit cost analysis, and labor statistical analysis.

·       Investigative and interview techniques.

·       Modern office methods and procedures including office automation.

 

 

 

Ability to:

 

·       Plan, organize and prioritize work to meet deadlines and multiple demands.

·       Analyze and problem-solve from both detailed and strategic perspectives.

·       Provide effective, efficient and innovative leadership.

·       Compile, analyze and evaluate statistical data.

·       Analyze and calculate cost impact of proposals.

·       Make decisions.

·       Delegate duties while retaining accountability.

·       Direct, evaluate, train, develop and mentor staff.

·       Reason logically and creatively.

·       Resolve complex disputes.

·       Negotiate complex labor contracts demonstrating proficiency and command of all aspects of the process.

·       Communicate effectively orally and in writing.

BENEFITS

ABOUT THE COUNTY

Alameda County, located on the east side of San Francisco Bay, is California's seventh-largest county.  The County employs 9,080 full-time employees and operates on an annual budget of $2.39 billion.  Oakland, the County seat, is California's eighth largest city.  One and a half million people call Alameda County home and live in a variety of incorporated cities, unincorporated communities and rural areas.  As a major urban county, Alameda provides a full range of services to its citizens.  The County is a blend of culturally and ethnically diverse communities, and its mixture of cosmopolitan and suburban areas provides the perfect environment for families and their active lifestyles.  The County offers extensive cultural resources, countless recreational opportunities and an array of fine public and private colleges and universities.

MANAGEMENT EMPLOYEE BENEFITS

MEDICAL PLANS

The County offers HMO and PPO medical plans.  The County has two contributions structures, 1) County contributes 100% of the lowest cost HMO; or 2) County contributes 90% of the HMO plans and 90% of the lowest cost HMO towards the PPO. The County contribution can be prorated based on the number of work hours up to 50% of the standard hours in a pay period.  Employees pay any additional premium costs if they chose an alternate HMO or PPO Plan. If an eligible employee waives all medical coverage through the County, a monthly stipend may be provided.

DENTAL PLANS

The County offers two Dental Plans: PPO and Dental Maintenance Option (DMO). The County contributes up to 100% of the family coverage for both plans as long as the employee works at least 50% of the standard hours in a pay period. The PPO option plan design is 100% Preventative, 80% Basic Care, 80% Major Care with a $45 per individual deductible and annual maximum up to $1,450 per. The DMO option has an orthodontic benefit for children as well as adults.

VISION BENEFIT

The County offers two Voluntary Vision Plans through Vision Service Plan (VSP) for eligible employees.  The two plans consist of a low option and a high option that offer annual eye exams and coverage for various frames and lenses.  The Voluntary Vision Plan is 100% employee paid and available to employees and their dependents.  In addition, an annual eye exam is covered for participants in the HMO Medical Plans with corresponding co-pay. 

LIFE INSURANCE

The County pays for a Basic Life Insurance policy of $25,000.  Supplemental Life Insurance for an employee can be purchased in $10,000 increments up $1,000,000.  Supplemental Life Insurance can also be purchased for spouse/domestic partner and/or eligible dependent children.

ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INSURANCE

An employee can purchase either a policy for themselves or a family policy in $25,000 increments up to $500,000.

COUNTY ALLOWANCE DOLLARS

The County provides up to $2900 of flex dollars annually, dependent upon the management employee's represented or unrepresented classification.  These flex dollars can be used to pay for medical, Supplemental Life and/or AD&D premiums.  The unused portion of these flex dollars are deposited into a Health Flexible Spending Account for the management employee, which can be used for unreimbursed medical expenses.

HEALTH FLEXIBLE SPENDING ACCOUNT

Employees may opt to salary contribute on a pre-tax basis up to $10,000 for eligible out of pocket medical, dental and vision expenses such as: prescription co-pays, office visit co-pays, prescription eye glasses or contact lenses.

DEPENDENT CARE ASSISTANCE PROGRAM

For employees who have either children under age 13 or dependents (parent, sibling or in-law incapable of self-care) that are dependent upon the employee for care can contribute salary on a pre-tax basis up to $5,000 annually.  These pre-tax dollars can be used to pay for day care expenses provided by a licensed facility.

 

COMMUTER BENEFITS

For the 2011 Plan Year, an employee can set aside up to $230 a month in pre-tax dollars to pay for qualified work-related parking and commuting to and from work transit fees.

HOLIDAYS

Eleven paid holidays plus two or four floating holidays depending on the union bargaining unit.  Represented management employees are entitled up to three additional days of management paid leave. Unrepresented management employees are entitled up to seven days of management paid leave.

VACATION AND SICK LEAVE WITH PAY

Vacation accrual ranges from two weeks to five weeks depending upon years of service and the union bargaining unit to which the position is assigned.  Sick leave accrues at the approximate rate of one-half day per bi-weekly pay period.  Exact rate is based on the union bargaining unit and is defined in the corresponding Memorandum of Understanding.

VACATION PURCHASE PROGRAM

The County allows you to purchase one or two additional weeks of vacation through payroll deduction.  Exact benefit is based on the union bargaining unit and is defined in the corresponding Memorandum of Understanding.

EMPLOYEE ASSISTANCE PROGRAM (EAP)

The County has an EAP available for employees, spouses/domestic partners and eligible dependents.  This program provides services such as: counseling, financial consulting, child and elder care consulting and some legal counseling.

DISABILITY or INCOME REPLACEMENT

Two voluntary plans are offered: Short-term Disability and Long-term Disability can be purchased through a payroll deduction or with accrued vacation hours depending upon the union bargaining unit.

LONG TERM CARE

This voluntary benefit extends care for yourself and/or your spouse and/or your parents who experience a serious accident, chronic illness or frailties of old age.  Places where care can be provided are: in one's home, at a nursing home, at an assisted living facility or adult day care center.

RETIREMENT

The County retirement program is a Defined Benefit plan and is governed under the provisions of the 1937 Act.  The County's retirement is based on one's age upon entrance, compensation, years of service and specific percentage of employee/employer contributions with the County's portion vesting after five years of employment. (With regard to Project positions - Regularly appointed incumbents in full-time, non-project positions in the Alameda County classified service who are current members of the retirement system and who are appointed, without a break in service or status to a project position can elect to remain in the retirement system.  Individuals hired into a project position and subsequently appointed to full-time, non-project positions become members of the retirement system at the time of the regular appointment.  Computations and determinations of eligibility for retirement shall be based on the date of the regular appointment, with entitlements being prospective from that date.)

DEFERRED COMPENSATION

The County offers a Deferred Compensation program where an eligible employee can voluntarily contribute on a pre-tax and/or after-tax basis, a minimum of $20 per pay period up to the total annual contribution limit.

ADDITIONAL INFORMATION

VETERAN'S PREFERENCE
Those claiming additional preference points as a VETERAN must submit a copy of the DD214 form on the day of the oral examination. Those claiming additional preference points as a DISABLED VETERAN must submit a copy of the DD214 form and a letter from the Department of Veteran Affairs confirming eligibility for additional points on the day of the oral examination.

REASONABLE ACCOMMODATION
The Human Resource Services Department will make reasonable efforts in the examination process to accommodate qualified individuals with mental and physical disabilities, and/or medical conditions in accordance/compliance with the State Fair Employment Housing Act (FEHA), Federal Americans with Disability Act (ADA) of 1990, and Alameda County Resolution No. R-83-773.  To request reasonable accommodation, you must notify the Human Resource Representative listed on this bulletin as soon as possible and before the last day to file, in order to make the necessary arrangements during each step of the examination process.                                                               (510) 272-3703 (TDD)

DISASTER SERVICE WORKER
All government employees are disaster service workers as defined by California Government Code Section 3100.  In addition to everyday duties, employees have the added responsibility of helping throughout any disaster.

DMV EMPLOYER PULL NOTICE PROGRAM
All county employees who drive on county business are required to enroll in the California Department of Motor Vehicles Employer Pull Notice Program in an effort to promote driver safety.  Employees’ driver record reports will be released to the County Safety Officer in Risk Management to ensure that employees have valid driver’s licenses and are eligible to drive on county business.
 

BACKGROUND INVESTIGATION
An applicant's previous employment may be investigated.  Results of this investigation may be cause for disqualification.  Also, all convictions will be reviewed and may result in a request for additional information or termination of employment.  A conviction record will not necessarily disqualify an applicant from employment.  Each case will be given individual consideration, based on job-relatedness.

MEDICAL EXAMINATION
All prospective county employees must pass a medical examination before beginning employment.  For positions which require a commercial driver's license and the performance of functions defined as "safety sensitive," Federal law and County policy requires that the examination include a drug screening process.  Offers of employment are conditional upon successful completion of this examination.

Alameda County is an Equal Opportunity/Affirmative Action employer.  Women, ethnic and racial minorities and persons with disabilities are encouraged to apply.  Applicants will be considered without regard to their race, color, religion, sex national origin, age, disability, sexual orientation, or any other non-job-related factor.