07/01/1993 07730

LABOR MEDIATOR

DEFINITION: This is professional work in the mediation of labor- management disputes, both in the public and private sectors.

An employee in this class provides mediation services to labor and management groups who are at impasse in the collective bargaining process resulting from issues which have proven difficult to solve or have individual peculiarities that preclude the use of standard solutions. This work involves large government agencies, school districts, colleges and universities, counties, boroughs, townships, municipalities, authorities, and private industry for both professional and nonprofessional employees. Employees work independently providing the full range of mediation services with responsibility for all aspects of impasse resolution. Work involves the investigation, analysis, research, study, and evaluation of all information relating to the specific issues involved, the conduct and attitude of the parties, and the history of their collective bargaining relationship. Employees are required to take an active role in the negotiation process and lead the parties to a settlement that is acceptable to both labor and management. Employees are expected to use a high degree of initiative and resourcefulness within established state and federal laws, departmental policies and procedures, and accepted methods and practices of mediation and conciliation in their efforts to resolve labor-management impasses and to prevent labor disputes from developing. Employees also advise, assist, and conduct training for both labor and management through the use of committees or task forces for the purpose of identifying trends and new issues in the work place. Initiative and independent
judgment are exercised within a broad framework of existing laws, practices, and policies. Work is reviewed by the regional director through reports and conferences to evaluate the methods and techniques used to resolve disputes.

EXAMPLES OF WORK: Conducts conferences and interviews with labor and management groups to effect the settlement of issues which have proven too difficult to solve, including disputes which involve complex and long standing issues.

Leads the negotiation process between the parties of a dispute and formulates solutions and proposals so that an early and amicable settlement can be achieved.

Investigates and secures, and analyzes pertinent background information relating to specific issues, conduct of the parties, and the history of their collective bargaining relationship.

Analyzes the issues in a dispute and evaluates their relative importance and potential compromise.

Keeps up-to-date on labor problems, current business trends, cost of living, and other conditions that may impact on bargaining.

Develops expertise in the use and application of new mediation techniques and provides training to the parties in new methodology for dispute resolution in the labor/management setting.

Mediates disputes in which work stoppages would adversely affect services or production in a large area. Such disputes may involve bargaining units of diverse sizes from 20 employees and less to many thousand.

Conducts by mutual agreement or when requested, voluntary grievance mediation hearings and makes recommendations for resolution of the issues.

Maintains an ongoing communication and rapport with counterparts in the Federal Mediation and Conciliation Service.

Prepares comprehensive reports describing the outcome of conferences and interviews and the progress made.

Conducts preventive mediation and/or seminars in labor relations for union officials and management personnel.

Conducts card checks for bargaining unit certification where required.

Gives technical assistance to labor-management sub-committees on health care cost containment issues and the dislocated workers program.

Determines the timeliness and effectiveness of the use of fact- finding in public sector disputes and makes an independent judgment as to its applicability.

Acts as spokesperson, for the parties engaged in disputes, to the news media, governmental officials, and the public.

Advises, suggests, and recommends solutions to superintendents, school board members, attorneys, presidents, vice-presidents, general managers, union officials, and elected officials on a daily basis.

Serves as a lead person in labor/management committees, when appropriate.

Performs related work as required.

REQUIRED KNOWLEDGES, SKILLS, AND ABILITIES: Knowledge of the principles, methods and techniques of mediation, conciliation and collective bargaining which are used in facilitating the settlement of labor-management controversies.

Knowledge of labor and business organizations, the history of collective bargaining, personnel and labor problems, and collective bargaining practices.

Knowledge of Act 195 of 1970, other applicable Commonwealth of Pennsylvania and federal labor laws including those controlling public/and private sector bargaining.

Ability to conduct conferences and interviews and suggest ideas directed toward peaceful settlement.

Ability to participate in public or private sector negotiations and controversies in a tactful and impartial manner.

Ability to gain the confidence and cooperation of the parties to a disputes.

Ability to analyze the issues in a dispute and to evaluate their relative importance and susceptibility to compromise.

Ability to prepare comprehensive and accurate reports.

Ability to establish and maintain effective working relationships with labor unions, employers, trade associations and managerial organizations and where necessary to gain the confidence of the public and civic groups.

Ability to learn to develop and present training programs and seminars in various areas of expertise.

MINIMUM EXPERIENCE AND TRAINING: Four years of progressively responsible experience in the field of labor-management relations and two years of experience in labor contract negotiations, administration, or mediation which includes or is supplemented by one year of collective bargaining experience;

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A bachelor's degree with major course work in labor-management relations, industrial management, or personnel administration and two years experience in labor contract negotiations, administration, or mediation which includes or is supplemented by one year of collective bargaining experience;

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Any equivalent combination of experience and training with two years of experience in labor contract negotiations, administration, or mediation which includes or is supplemented by one year of collective bargaining experience.