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Commonwealth of Pennsylvania |
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POSITION DESCRIPTION FOR JOB POSTING |
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Position Number: 00088313 |
Description Activated On: 2/24/2026 10:07:31 AM |
Position Purpose: Describe the primary purpose of this position and how it contributes to the organization’s objectives. Example: Provides clerical and office support within the Division to ensure its operations are conducted efficiently and effectively. This position provides guidance to the Employee Relations Coordinator and serves as a point of contact for the PGC Employee Relations program to offer guidance and support to employees, supervisors, managers and Sr. Staff regarding labor relations issues. This work includes consultation, grievance processing, investigation of disciplinary actions, conducting Labor Management meetings and providing training. |
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Description of Duties: Describe in detail the duties and responsibilities assigned to this position. Descriptions should include the major end result of the task. Example: Types correspondence, reports, and other various documents from handwritten drafts for review and signature of the supervisor. Independently interprets and applies the provisions of the collective bargaining agreements or memorandums of understanding primarily between the Commonwealth and AFSCME and at times serving as the backup to the Employee Relations Coordinator (Human Resource Analyst 3) regarding FOP 114 matters. Interprets and applies employment related law, regulations, management directives, policies, work rules etc. Advises managers, supervisors, and regional staff regarding such written employment related directives. Meets with managers, supervisors, regional staff and employees to discuss and resolve concerns and issues. Communicates and meets with union representatives as needed to discuss the resolution of concerns, complaints, grievances, or other issues. Assists and participates in Meet and Discuss session and Labor Management meetings. Independently conduct investigations into complaints of alleged employee policy violations, work performance concerns, time and attendance issues, inappropriate workplace conduct etc. Advises managers and supervisors on disciplinary issues. Drafts Pre-Disciplinary Conference Notices and questions. Independently conduct Pre-Disciplinary Conferences. Provides recommendations to the Employee Relations Coordinator on appropriate disciplinary action. Prepares discipline letters for supervisors, managers and Sr. Staff for review and signature. Advises managers and supervisors on the Accelerated Grievance Procedure (AGP). Investigates employee grievances and works with the Employee Relations Coordinator to find appropriate resolution to grievances and to negotiate such resolutions with union representatives. Drafts settlement agreements for Employee Relations Coordinator review and implementation. In the AGP, prepares grievances packets and assists in advocating grievances on behalf of the agency. Facilitates First Step local meetings and serves as a co-chair at Second Step State Committees. Serves as a witness and/or take notes at arbitration hearings as necessary. Provides witness testimony during arbitration hearings, Unfair Labor Practices, Unemployment Compensation hearings, etc. Completes all fact-finding documentation for Unemployment Compensation for any employee that has been separated as a result of discipline. Attends employee relations briefings, contract negotiations and other employee relations functions as assigned. Participates in contract review process on preservation of bargaining unit work. Participates and coordinates meet and discuss sessions with the union as requested. Assists in the preparation of draft agreements for employee probationary extensions. Drafts letters to employees informing them of CBA and Civil Service probationary period extensions for supervisor, manager or Employee Relations Coordinator review and signature. Prepares and gathers information for Unfair Labor Practices charges. Consults with the Employee Relations Coordinator and Equal Employment Opportunity Coordinator on various employee issues including, but not limited to, allegations of discrimination, harassment, and/or hostile work environment issues. Consults with the State Employee Assistance Coordinator and Employee Relations Coordinator regarding fitness for duty concerns, Independent Psychological Exams, and Condition of Continued Employment situations. Remains aware of the necessary administrative actions to comply with the Governor’s Code of Conduct. Collect information from law enforcement and judicial agencies and assists in taking appropriate action as necessary, including disciplinary action as appropriate. Reviews, analyzes, and critiques labor relations policy, side letters or local agreement proposals and makes recommendations to the Employee Relations Coordinator for any modification, revision, creation, or implementation of such. Conducts appropriate research to complete assigned duties. This may include, but it not limited to researching precedent setting grievance decisions, arbitration cases, CBA/MOU language, policies, directives, regulations, and laws. Compiles material to be used in arguments during grievance hearings, unemployment compensation hearings, Unfair Labor Practice Hearings etc. Develop/coordinate and present all Employee Relations training as needed. Serves as a backup to the Human Resource Analyst 1, that oversees the agency's Employee Performance Review Program, Employee Recognition Program and agency Leave Restriction Program. Serves as a backup to the Human Resource Analyst 1 and recommends, drafts, and implements Performance Improvement Plans. Conducts fact-finding meetings relating to less than satisfactory work performance, and reports findings to the Human Resource Analyst 1 to draft Performance Improvement Plan. Serves as a backup to the Human Resource Analyst 1 in reviewing and posting seniority lists provided through IES, investigates issues with promotions, demotions, transfers and reinstatements and makes adjustments when necessary. Fields questions from employees and managers, research issues, provides responses and takes corrective action if necessary. Responsible for running the seniority report required by the collective bargaining agreement in April and October of each year. Serves as backup to the State Employee Military Service Recognition Campaign-attend annual meetings via TEAMS. Verify that the list received from the Commonwealth Coordinator is correct by sending out to Bureaus/Regions (confidential). Return the list to the appropriate party and when advised to do so, pick up the service pins and distribute them accordingly. Performs other duties as assigned. |
Decision Making: Describe the types of decisions made by the incumbent of this position and the types of decisions referred to others. Identify the problems or issues that can be resolved at the level of this position, versus those that must be referred to the supervisor. Example: In response to a customer inquiry, this work involves researching the status of an activity and preparing a formal response for the supervisor’s signature. The incumbent in this position utilizes considerable initiative and independence to make recommendations and decisions for employee relations activities. This includes investigations, resolving grievances, representing the agency in meetings with the union, advising supervisors and managers in disciplinary matters, advocating on behalf of the agency and acting as a decision-making panel member at various steps of the AGP, and advocating on behalf of the agency at hearings. This position will keep the Employee Relations Coordinator informed of the status of work assignments and discuss with the supervisor significant decisions, issues and initiatives on an as needed basis. Work is reviewed by the Employee Relations Coordinator through formal and informal conferences/meetings, reports, correspondence and through results obtained. |
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Requirements Profile: Identify any specific experience or requirements, such as a licensure, registration, or certification, which may be necessary to perform the functions of the position. Position-specific requirements should be consistent with a Special Requirement or other criteria identified in the classification specification covering this position. Example: Experience using Java; Professional Engineer License Experience: Licenses, registrations, or certifications: 1. N/A 2. N/A 3. N/A 4. 5. 6. |
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Essential Functions: Provide a list of essential functions for this position. Example: Transports boxes weighing up to 60 pounds.
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