HERE IS SOME USEFUL MATERIAL.
The role varies with the organizations.
HERE IS A BROAD GUIDELINE.
ROLE OF EMPLOYEE RELATIONS
Employee Relations deals with a variety of issues surrounding the work environment of employees of the company.
Employee Relations include, but are not limited to:
-Providing independent counseling to employees and/or supervisors to resolve work-related problems that may relate to performance and/or discipline based issues,
-Mediating disputes and advising all sides involved on matters relating to employee relations and human resources policies,
-Coordinating Employee Assistance Program (EAP) services, l Administering the staff grievance process,
-Monitoring Employee Performance Management Systems (EPMS),
-Counseling and reviewing Reduction-In-Force plans (RIF),
-Administering the College unemployment insurance program. Issues or problems that arise in the workplace may be addressed with the immediate supervisor, the department head or vice president.
Employees also can visit the EMPLOYEE RELATIONS MANAGER to receive advice, counseling, and suggestions on how to deal with any workplace issue, personal concern, or problems with co-workers and/or supervisors.
EMPLOYEE RELATIONS MANAGER
Under general direction, responsible for managing employee relations programs including: recruitment and
selection, classification and compensation, employee development and training, staff support for the
negotiation and administration of collective bargaining agreements, civil service ordinance administration,
equal employment opportunity/affirmative action, and employee assistance. Performs related duties as
-Manages employee relations needs of the COMPANY.
- develops policies and procedures to meet program goals
-identifies collective bargaining issues;
-assists in negotiating union contracts; provides union
contract administration services including the investigation of grievances, recommends grievance responses,
and assists in representing the COMPANY at grievance arbitrations;
-advises COMPANY management and staff on
employee relations matters including corrective discipline;
-prepares and manages division budget;
-conducts and/or coordinates training and employee development programs.
- Recommends and administers compensation plans;
-meets with elected and appointed officials, advising them of employee relations policies
and procedures, keeps informed of their employee relations needs;
-develops and recommends employee relations administration policy and procedures;
-assists the Equal Opportunities Officer and Affirmative Action
Commission in development of plans and ensures Equal Employment Opportunity and Affirmative Action
policies related to employee relations are properly administered;
-manages the administration of written, oral and performance examinations;
-assists in administration of various county, state and federal employment programs;
-administers leaves of absence for all employees;
-participates in management of Human Resource System;
-provides information to news media and public.
-Revise (and roll out) existing HR Policies and Procedures.
-Create new HR Policy and Procedures.
-Develop company-wide standardized practices, processes and forms, including leaves of absence and performance improvement plans/disciplinary action.
-Management training related to leaves of absence and performance improvement plans/disciplinary action
-Maintain legal compliance by reviewing federal, state, and local regulatory requirements; disseminating, explaining, and consulting regarding requirements.
-Provide guidance on leaves of absence and workers compensation matters.
-Manage HR vendor contracts and relationships such as workers compensation, unemployment insurance, outplacement services, etc.
-Participate in committee meetings such as HIPAA Training Education & Awareness, HIPAA Disciplinary Actions/Sanctions, and Regulatory Safety.
-Other duties and responsibilities as assigned.