Occ. Code 1456100 

 

AGENCY LABOR RELATIONS REPRESENTATIVE 1, GRADE 23	1456100
AGENCY LABOR RELATIONS REPRESENTATIVE 2, M-1	1456200
AGENCY LABOR RELATIONS REPRESENTATIVE 3, M-2	1456300
AGENCY LABOR RELATIONS REPRESENTATIVE 4, M-3	1456400
AGENCY LABOR RELATIONS REPRESENTATIVE 5, M-4	1456450

 

 

New York State Department of Civil Service 

 

Classification Standard  

 

 

BRIEF DESCRIPTION OF CLASS SERIES

 

            Agency Labor Relations Representatives develop, coordinate, and maintain the labor relations program of a State agency. They administer employee discipline and grievance procedures; participate in negotiations with employee repre­sentatives; work with labor/management committees; and provide technical advice and assistance to agency management in implementing negotiated contracts and maintaining effective labor relations.

 

            These positions are classified in various State agencies.

 

 

DISTINGUISHING CHARACTERISTICS

           

            Agency Labor Relations Representatives at various levels have some similar duties and responsibilities. The breadth and depth of the program they administer dictate the highest level classified in an agency. Factors that determine the allocation include the number of employees, agency characteristics, number of negotiating units, number and geographic distribution of facilities, types of occupations represented in the agency, frequency of program changes affecting employees, number of work shifts, and number and level of professional staff dedicated to labor relations. The classification of these positions hinges on the combination and degree of significance of the above factors.

 

            AGENCY LABOR RELATIONS REPRESENTATIVE 1:  full performance level; independently performs a wide range of labor relations activities; may be the highest position in a small labor relations program; and may supervise lower level staff engaged in labor relations activities.

 

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            AGENCY LABOR RELATIONS REPRESENTATIVE 2: oversees a medium size labor relations program for an agency or a group of facilities for a large agency; may supervise lower level staff engaged in labor relations activities.

 

           

            AGENCY LABOR RELATIONS REPRESENTATIVE 3: administers a medium size, active, diverse, and difficult labor relations program; supervises lower level staff engaged in labor relations activities.

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            AGENCY LABOR RELATIONS REPRESENTATIVE 4: oversees a large, active, and diverse labor relations program; supervises lower level staff engaged in labor relations activities.

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            AGENCY LABOR RELATIONS REPRESENTATIVE 5:  directs the largest, most active, diverse, and difficult labor relations program; supervises lower level staff engaged in labor relations activities.

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RELATED CLASSES

 

            Positions in the Personnel Administration series perform some labor relations activities, especially in connection with information gathering for grievance and disciplinary cases.  These classes, however, are distinguished by their performance of other personnel activities such as classification, recruitment, staff selection, and placement.

 

 

ILLUSTRATIVE DUTIES

 

            AGENCY LABOR RELATIONS REPRESENTATIVE 1 

 

• Assist in developing and maintaining a labor relations program by ensuring effective working relationships between management and labor.

 

• Develop and maintain an ongoing dialogue with employee representatives, including participation in labor-management committees.

 

• Advise management of sound labor relations techniques and practices. May conduct or arrange training for agency staff in various aspects of effective labor relations.

 

• Review and evaluate policies and procedures, and recommend and implement new and revised ones.

 

• Confer with employee representatives on proposed program changes having a significant employee impact to foster their cooperation and support.

 

• Advise agency officials of potential or actual union and employee reaction to proposed or initiated plans and programs. Develop recommendations to resolve problems and to prevent or minimize labor difficulties.

 

• Conduct field visits to agency locations to observe and evaluate the effectiveness of the labor relations program, and recommend corrective action as appropriate.

 

• May negotiate for institution or local management team on local issues. Ensure oral and written agreements comply with existing laws or rules, statewide contracts, and department agreements; and do not establish inappropriate precedents. Personally present management positions and responses to proposals and counterproposals in a logical and convincing manner.

 

• May participate as member of agency-level negotiating team. Gather information on specific problems and develop recommended solutions. Draft the language of proposals or counterproposals. Advise management on potential impact of particular issues.

 

• Serve as a resource to management representatives conducting negotiations at various levels.

 

• Assist in administering various negotiated labor contracts and agreements.

 

• Consult with central staff agencies such as the Governors Office of Employee Relations (GOER) and the Department of Civil Service (DCS); and confer with union representatives on matters pertaining to contract administration.

 

• Conduct grievance hearings with employee representatives. Evaluate position offered by employee or union representatives. May initiate post-discussion review of the circumstances leading to the filing of the grievance.

 

• Evaluate information presented and draft grievance decisions.

 

• Advise agency officials on the purpose of the disciplinary program, and the pertinent procedures and requirements. Encourage proactive supervisory practices, such as coaching and counseling, to minimize the need for disciplinary action.

 

• Investigate employee misconduct and direct or coordinate the gathering of information, ensuring that employees' rights are properly protected.

 

• Consult with agency managers regarding conduct that may require discipline, recommend appropriate disciplinary penalties, and prepare or assist in preparing a draft Notice of Discipline for review and approval by supervisor.

 

• Represent the agency at disciplinary appeal hearings before an inde­pendent arbitrator. Plan and prepare the agency's case, introduce evidence, witness testimony, and cross-examine opposition witnesses.

 

• Research past arbitration decisions, contract information, and other relevant information to draft pre- and post­-hearing briefs in support of the agency's position.

 

• May supervise lower-level professional and support staff engaged in personnel and labor relations activities.

 

            AGENCY LABOR RELATIONS REPRESENTATIVE 2-5

 

• Plan, develop, and direct the labor relations program for an agency or a group of facilities.
• Direct the implementation of collective bargaining agreements.

 

• Represent the agency in both statewide and agency level negotiations; and direct or participate in labor management committees.

 

• Provide expert advice and assistance to program managers and supervisors in disciplinary matters.

 

• Review and evaluate policies and procedures; and recommend and implement new and revised ones.

 

• Review and evaluate changes in negotiated agreements; and advise management of their impact on the labor relations program.

 

• Supervise lower level professional and clerical staff involved in personnel and labor relations activities.

 

• Schedule and assign work to subordinate staff; and adjust work load to reflect changes. Monitor work progress and review completed work.

 

• Provide advice and consultation to supervisors and managers to ensure proper interpretation and administration of contract provisions and avoid misunderstandings that may lead to employee dissatisfaction and grievances.

 

• Conduct the most difficult and sensitive hearings and investigations.

 

• Assess labor relations training needs; and develop training materials and curricula regarding employee relations, collective bargaining, contract administration, and employee discipline.

 

• Assist GOER staff in presenting the States case at improper practice hearings before the Public Employment Relations Board.

 

• Prepare witnesses for both direct and cross examination at disciplinary arbitration hearings, prepare and present opening statement outlining witness testimony, case evidence, and theory of the case. 

 

• Deliver closing argument summarizing major points of States case or draft written brief summarizing main arguments and presenting persuasive discussion of managements case.

 

·         Act as liaison with legal office on issues involving employee relations activity, including litigation involving disciplinary action or grievance determinations, and Equal Employment Opportunity Commission and Division of Human Rights complaints.

 

 

• Develop proposals for funding labor management projects from the various quality of work life committees and assist in their implementation.

 

COMMUNICATION

 

            The nature of the tasks and activities usually requires periodic oral and written communication with representatives of central staff agencies such as GOER and DCS to exchange information of mutual concern in the field of labor relations.

 

            Within the agency, Agency Labor Relations Representatives explain the labor relations program and policies to managers and others; participate in joint labor management committees; conduct agency hearings on grievances and disciplinary actions; and may represent the agency at disciplinary hearings before independent arbitrators. There may be frequent oral and written contact with agency personnel administrators and program staff to coordinate assistance in information gathering for disciplinary and grievance cases, and with employee representatives and agency officials in resolving such cases and various contract adminis­tration matters. In performing these tasks, the incumbent must develop rapport with adversaries sufficient to permit exchanging information, gauging the importance of a given issue, and working toward a negotiated settlement when possible. In addition, as an agency representative in negotiations with employee representatives at regional locations or higher levels, the incumbents must orally present and support in a logical and convincing manner management's position on matters dealing with terms and conditions of employment.

 

SUPERVISION EXERCISED

 

            An Agency Labor Relations Representative is usually supervised by a higher level labor relations representative or a director human resources management who makes assignments, gives direction and guidance, and reviews work performance for compliance with established guidelines. The supervisor assesses the incumbents work performance based on personal observations at conferences and meetings, the soundness and clarity of reports and recommendations, and by comments from management and union officials on rapport and effectiveness.

 

            Agency Labor Relations Representatives  1-2 may supervise a subordinate staff, and Agency Labor Relations Representative 3-5 typically oversee lower level support and professional employees.  In that role, incumbents assign work; provide guidance and training; and review work in progress and on completion for conformance to guidelines and established standards.

 

MINIMUM QUALIFICATIONS

 

            AGENCY LABOR RELATIONS REPRESENTATIVE 1 

 

Promotion:  one year of service at Grade 18 or higher in personnel administration or a related field.

 

            AGENCY LABOR RELATIONS REPRESENTATIVE 2

 

Promotion:  one year of service as an Agency Labor Relations Representative 1.

 

             AGENCY LABOR RELATIONS REPRESENTATIVE 3

 

Promotion:  one year of service as an Agency Labor Relations Representative 2.

 

            AGENCY LABOR RELATIONS REPRESENTATIVE 4

 

Promotion:  one year of service as an Agency Labor Relations Representative 3.

 

            AGENCY LABOR RELATIONS REPRESENTATIVE 5 

 

Promotion:  one year of service as an Agency Labor Relations Representative 3 or Agency Labor Relations Representative 4.

 

 

Date:  12/11

 

 

 

NOTE:  Classification Standards illustrate the nature, extent and scope of duties and responsibilities of the classes they describe.  Standards cannot and do not include all of the work that might be appropriately performed by a class.  The minimum qualifications above are those which were required for appointment at the time the Classification Standard was written.  Please contact the Division of Staffing Services for current information on minimum qualification requirements for appointment or examination.