Labor Relations & Employment Practices Specialist (#MACG01)
$62,483.00 Yearly Min / $78,104.00 Yearly Mid / $93,725.00 Yearly Max

Senior Labor Relations & Employment Practices Specialist (#MACG02)
$66,489.00 Yearly Min / $83,111.00 Yearly Mid / $99,733.00 Yearly Max

Labor Relations and Employment Practices Administrator (#MACG03)
$109,438.00 Yearly Min / $145,917.00 Yearly Mid / $182,396.00 Yearly Max

This class series uses three levels in the Administration Occupational Group, Human Resources Management Series and describes professional labor relations and employment practices work at the state level. Labor relations work includes representing the State’s interests in labor disputes, contract negotiations, contractual grievances, arbitration, and labor board hearings. Employment practices work includes representing the State’s interests in employee administrative charges and mediation processes involving the Equal Employment Opportunity Commission, the Delaware Department of Labor, and the United States Department of Labor. Labor relations is guided by the State’s three collective bargaining laws, the National Labor Relations Act and collective bargaining agreements and the State Merit laws and rules. Employment practices are guided by employment discrimination and other employment laws such as Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Americans with Disabilities Act, and the Family Medical Leave Act.

Positions in the class series represent the Director as hearing officers in merit system grievance procedures. Additionally, positions in the class series provide leadership and direction to agencies statewide on behalf of the Administration by interpreting, explaining and applying collective bargaining agreements. Work also includes developing solutions and providing recommendations and guidance to agencies statewide for the purpose of accomplishing organizational and operational goals and objectives as well as identifying and resolving labor relations and employee practices issues.

Note:  The career ladder incorporates the Labor Relations and Employment Practices Specialist and Senior Labor Relations and Employment Practices Specialist levels. The Labor Relations and Employment Practices Specialist level is to provide entry for hiring new employees into the class series but does not preclude hiring new employees at higher levels. Employees may be promoted through the career ladder in accordance with promotional standards for those levels assigned to an agency. The promotional standards, a selection document under separate cover, set forth the criteria that identify, measure and verify successful performance at each level.  Advancement of employees through the career ladder is dependent on an agency/department's operational needs and distribution of work.  The Labor Relations and Employment Practices Administrator level, although not part of the career ladder, provides competitive opportunity for movement of employees.

Essential functions are fundamental, core functions common to all positions in the class series and are not intended to be an exhaustive list of all job duties for any one position in the class. Since class specifications are descriptive and not restrictive, incumbents can complete job duties of similar kind not specifically listed here.

• Interprets, applies and provides day-to-day leadership, guidance and training on all labor relations and employment practices and issues from the perspective of the State of Delaware as an employer to include collective bargaining agreements, Merit Rules, applicable state and federal laws, court decisions, rules, regulations, policies and procedures.
   
• Serves as chief spokesperson for employer in negotiation of labor contracts for all branches of government.
   
• Facilitates harmonious working relationships among all parties in labor relations and employment practices related cases.
   
• Leads and coordinates development of labor contract proposals.
   
• Reviews and analyzes existing contracts and those of other public employers as well as pertinent grievance and arbitration awards.
   
• Conducts and coordinates research concerning comparative contract negotiation settlements, assists in recommending economic guidelines for settlement, conducts research into pertinent labor relations issues to develop negotiating positions and strategies, reviews cost and impact analyses of union proposals and analyzes impact of non-economic proposals.
   
• Drafts and negotiates precise technical contract language to effectuate agreements; facilitates mediation process; prepares and presents State's case at binding rights and interest arbitration; prepares exhibits and witnesses; advises and counsels agency officials in labor relations.
   
• Conducts Merit Rule grievance hearings as Director’s designee.
   
• Conducts pre-arbitration grievance meetings as designee of Human Resource Management Director.
   
• Responds to unfair labor practice complaints, ensures consistency of policies and procedures and uniform interpretation and administration of agreements.
   
• Represents State in administrative proceedings before PERB, EEOC, Delaware DOL, U.S. DOL.
   
• Conducts projects and studies.

Labor Relations and Employment Practices Specialist

This is labor relations and employment practices work at the full performance level having responsibility for strategic leadership and exercising independent judgment and discretion. Employees perform the full range of Essential Functions and are responsible for moderately complex labor relations and employment practice matters having intermediate fiscal and/or operational implications. Activities typically do not involve major financial or statewide consequences. Employees report to a technical supervisor. Contacts include State agency management, union representatives, employees and their representatives, and other individuals and organizations for the purpose of advancing the mission of  the Office of Management and Budget on behalf of the State as the employer in conducting collective bargaining negotiations, dispute resolution and mediation, PERB proceedings, arbitration case representation, and grievance hearings. Contacts also include the EEOC, the Delaware DOL, and the USDOL in representing the State's interests as the employer in discrimination case management, representation and mediation, as well as in other employment practices laws.

Senior Labor Relations and Employment Practices Specialist
 
This is labor relations and employment practices work at the advanced level. Employees are responsible for complex labor relations and employment practice matters having greater fiscal and operational implications or statewide consequences. Work at this level includes serving as chief spokesperson in negotiations of more complex labor contracts requiring facilitating harmonious working relationships among all parties with greater sensitivity. Work also includes conducting more complex Merit Rule grievance hearings and conducting pre-arbitration grievance meetings in more complex disputes as designee of the Human Resource Management Director. Employees develop and recommend policies and procedures consistent with Merit System laws, rules, regulations, priorities, objectives and new federal mandates. 

Labor Relations and Employment Practices Administrator

This is labor relations and employment practices work at the management level.  Employees are responsible for the most complex labor relations and employment practices work.  This includes managing compensation binding interest arbitrations, developing negotiation strategies and positions and assisting in recommending economic and operational guidelines for settlement. Work also includes providing legal analysis of regulatory, statutory and case law for application to state labor relations and employment practices.  Work at this level includes providing technical direction to labor relations staff.  

• Supervision is exercised over two or more merit full time positions.  The elements of supervision include planning, assigning, reviewing, evaluating, coaching, training, and recommending hire/fire and discipline.
• Regular contacts are typically with State HRM management, Agency Human Resource and Labor Relations management, top State officials, union representatives, labor organizations and others outside state government for the purpose of providing legal counsel, guidance and recommendations on complex and controversial issues, advising on major labor relations and employment practices policy issues.

The intent of the listed knowledge, skills and abilities is to give a general indication of the core requirements for all positions in the class series; therefore, the KSA’s listed are not exhaustive or necessarily inclusive of the requirements of every position in the class.

• Knowledge of public administration and human resource management.
• Knowledge of collective bargaining.
• Knowledge of rules of evidence.
• Knowledge of strategic policy formulation and evaluation.
• Knowledge of rules of practice and procedures of administrative bodies.
• Knowledge of affirmative action, compensation, and benefits.
• Knowledge of planning negotiations and developing bargaining strategies.
• Skill in interpreting labor relations and employment practices laws, rules, regulations, standards, policies, and procedures.
• Skill in contract development which includes writing and negotiating contracts.
• Skill in interpreting statutes, contracts and regulations.
• Skill applying judicial and administrative decisions to provisions of labor agreements.
• Skill in preparing and presenting cases at arbitration or other administrative hearings.
• Ability to establish and maintain effective working relationships with a variety of people.

In addition to the above knowledge, skills and abilities, the Senior Labor Relations and Employment Practices Specialist requires:

• Knowledge of the organization and operations of public sector labor relations and employment practices.
• Knowledge of strategic leadership in public sector labor relations and employment practices.
• Skill in planning negotiations and developing bargaining strategies.
• Skill in developing labor relations and employment practices policies and procedures.
• Skill in developing solutions and providing recommendations, guidance and direction to management/officials in accomplishing organizational and operational goals and objectives and identifying and resolving issues.
• Skill in the preparation and presentation of complex labor relations and employment practice matters.

In addition to the above knowledge, skills and abilities, the Labor Relations and Employment Practices Administrator requires:

• Knowledge of the principles and practices of supervision.
• Skill in researching, analyzing, evaluating and explaining the most complex labor relations and employment practices situations to determine appropriate course of action.
• Skill in organizing and presenting information in a clear and logical form for oral and written presentation.
• Skill in providing legal representation involving labor relations and employment practices.
• Skill in managing simultaneous priorities.
• Ability to oversee the work of subordinate staff and provide technical guidance and direction.
• Ability to communicate with all levels of State employees.
• Ability to plan, assign and review the work of staff.
• Ability to provide leadership and motivate staff.

JOB REQUIREMENTS for Labor Relations and Employment Practices Specialist
Applicants must have education, training, and/or experience demonstrating competence in each of the following areas: 

1. Possession of a Bachelors degree or higher in Labor Relations, Industrial Relations, Human Resource Management, Public Administration, Business Administration, Legal Studies, or related field OR a Human Resource Certification such as NPELRA, SHRM, or IPMA, OR for current State employees, the Statewide Human Resources Certification. 
2. At least one year experience performing professional labor relations, employee relations, employment practices, or human resource management activities. 
3. Six months experience in interpreting labor relations or employment practices laws, rules, regulations, standards, policies and procedures.
4. Knowledge of strategic planning as it relates to developing key objectives, strategies and activities for accomplishing those objectives. 
5. Knowledge of developing labor relations or employment practices, policies, or procedures.