Employee Relations Communique

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EMPLOYEE/LABOR RELATIONS

What is the function of the Employee & Labor Relations Section in Human Resources Management Service (HRMS)?

Employee Relations deals in the areas of convergence of employee and management rights – Assists management set & enforce high standards of behavior and performance – Ensures employee rights are not violated.


Labor Relations deals with assisting management work with the union – Ensures management complies with law.


What is the primary ER function?

  • Advisory Services

    • Provide guidance and assistance to supervisors/managers relating to disciplinary/adverse actions (employee conduct), performance management, various leave programs, grievances, Unfair Labor Practices (ULP). Researches and interprets laws, rules, regulations, policies, AFGE & UAN Master Agreement.

  • Disciplinary/Adverse Actions

    • Gathers background information through supervisors, ensures employee rights are not violated, recommends corrective action and prepares disciplinary/adverse actions. Assures case files are properly maintained.

  • Performance Management

    • Assists with the completion of the performance appraisals and proficiencies, provides guidance relating to poor performance and prepares performance based actions.

  • Leave Programs

  • Provides technical guidance and assistance on leave programs such as Voluntary Leave Transfer Program (VLTP), Family & Medical Leave Act (FMLA), Advanced Sick/Annual Leave, Military Leave, etc.
  • Provides guidance in ensuring proper use and charges of approved or unauthorized leave. Assists supervisors with controlling absenteeism.


Secondary ER Responsibilities

    • Official time, Coordinates the Drug-Free Workplace Program & Employee Assistance Program (EAP), Reasonable Accommodation. Serves as Technical Advisor in Administrative Investigations (AI), Arbitrations, and Merit Systems Protection Board (MSPB) hearings.

LEADERSHIP CORNER

Here are the 5 Levels of Leadership


Each Employee Relations Communique you will receive the explanation for each level.

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Level 1: Position

This is the lowest level of leadership—the entry level. People who make it only to Level 1 may be bosses, but they are never leaders. They have subordinates, not team members. They rely on rules, regulations, policies, and organization charts to control their people. Their people will only follow them within the stated boundaries of their authority.

Position is the only level that does not require ability and effort to achieve. Anyone can be appointed to a position. This means that position is a fine starting point, but every leader should aspire to grow beyond Level 1.

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