Page 80 - LDR CLO

Leadership Function: Labor and Employment Law
Description:
The Labor and Employment Law department supports human resources as legal
advisor on all labor and employment matters, including negotiation and interpretation of collective bargaining agreements, FMLA, ADA and FLSA matters, disciplines/discharges, investigation and response to discrimination and harassment claims, unfair labor practices and union organizing activity, grievance arbitrations and employment litigation.
Expectations in Working Together:
Role Manager:
Role Labor and Employment Law:
1. Demonstrate the ability to follow and apply all pertinent employment/labor laws, human resource policies and procedures, and collective bargaining agreements governing our employees, and to develop and maintain sound labor and employee relations.
2. Manage bargaining unit employees through appropriate administration of collective bargaining agreement(s) and appropriate contract interpretation.
3. Investigate and timely answer grievances at Step 1. Resolve grievances where appropriate.
4. Attend Leadership Development courses taught by Labor and Employment Law staff.
5. Seek assistance from Human Resources in all matters affecting employees’ terms and conditions of employment.
6. Investigate and discipline employees as appropriate in accordance with progressive discipline approach.
7. Recognize your actions that impact employee organizing; recognize signs of potential organizing activity, and timely report to HR.
1. Work with subsidiary Human Resources to negotiate labor agreements that support our corporate and subsidiary goals.
2. Provide training programs for managers on Employment Law, Labor Law and Managing in a Union Environment, and Due Process and Effective Investigation.
3. Train managers to confidently and appropriately administer and interpret union contract(s) governing their employees, including grievance handling.
4. Educate managers to avoid conduct in violation of employment and labor laws, policies, and collective bargaining agreements that may put employer at risk for grievances, administrative claims or lawsuits, and to develop and maintain sound labor and employee relations.
5. Prepare managers as witnesses for grievance arbitrations and administrative hearings, when necessary.
6. Educate managers and advise Human Resources staff on effective investigation and appropriate discipline.
7. Educate managers on pro-active response to potential organizing activity.
Supports:
Collective Bargaining Agreements
Human Resources Policies
Leadership Training Classes (LDR201 Employment Law and Labor Law) available through Leadership Development
Human Resources Staff
Labor and Employment Law – (810) 342-1431
Date Revised: February 22, 2013