The processes of analyzing, developing, implementing, administering, and performing ongoing evaluation of the workplace relationship between employer and employee (including the collective bargaining process and union relations), in order to maintain effective relationships and working conditions that balance the employer's needs with the employees' rights in support of the organization's strategic objectives.

Responsibilities in Employee and Labor Relations

• Ensure compliance with all applicable federal, state, and local laws and regulations.
• Develop and implement employee relations programs that will create a positive organizational culture.
• Promote, monitor, and measure the effectiveness of employee relations activities.
• Assist in establishing work rules and monitor their application and enforcement to ensure fairness and consistency (for union and non-union environments).
• Communicate and ensure understanding by employees of laws, regulations, and organizational policies.
• Resolve employee complaints filed with federal, state, and local agencies involving employment practices.
• Develop grievance and disciplinary policies and procedures to ensure fairness and consistency.
• Implement and monitor grievance and disciplinary policies and procedures to ensure fairness and consistency.
• Respond to union organizing activity.
• Participate in collective bargaining activities, including contract negotiation and administration.

• Knowledge of applicable federal, state, and local laws affecting employment in union and non-union environments, such as anti-discrimination laws, sexual harassment, labor relations, and privacy
• Knowledge of techniques for facilitating positive employee relations (for example, small group facilitation, dispute resolution, and labor/management cooperative strategies and programs)
• Knowledge of employee involvement strategies (for example, alternate work schedules, work teams)
• Knowledge of individual employment rights issues and practices (for example, employment-at-will, negligent hiring, defamation, employees' rights to bargain collectively)
• Knowledge of workplace behavior issues/practices (for example, absenteeism, discipline)
• Knowledge of methods for assessment of employee attitudes, opinions, and satisfaction (for example, opinion surveys, attitude surveys, focus panels)
• Knowledge of unfair labor practices
• Knowledge of the collective bargaining process, strategies, and concepts
• Knowledge of public sector labor relations issues and practices
• Knowledge of expatriation and repatriation issues and practices
• Knowledge of employee and labor relations for local nationals (i.e., labor relations in other countries)

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