October 2024 – Present
Interim Supervisor, Spokane, Walla Walla, VISN Team
Full Time, 40 Hours, GS-13, 201
• Supervise one Lead ER/LR Specialist, seven ER/LR Specialist and two HR Assistants. • Receive Unfair Labor Practices (ULP) filed by the union, prepare the agency response and provide the response within the two-week time frame allotted by the Federal Labor Relations Agency (FLRA).
• Responsible for all grievances received from both unions are acknowledged, ensure meeting is set with union President and supervisor, and formal response is submitted within the timeframe of the collective bargaining agreement. • Ensure day to day operations of my ER/LR Team runs smoothly and address any issues/concerns that arise during the day.
• Provide expert guidance to two Medical Center Directors regarding employee & labor relations issues.
March 2024 – October 2024
Lead ER/LR Specialist
• Assist my ER/LR Specialist with grievances ranging from step 1 to step 3, and ensure a response is provided to each grievance within the time frame outlined in the collective bargaining agreement.
• Provide technical review of all disciplinary actions ranging from admonishment to removals and termination during probationary period.
• Established a working relationship that was nonexistent with two union Presidents that allowed for collaborative communication between management, Human Resources and the union.
June 2022 – August 2022
Acting Supervisor, SSU Team 1, Fresno & NorCal
Full Time 40 Hours, GS-13, 201
• Supervised five ER/LR Specialist and two HR Assistants. • Provided Direct ER/LR consultation to both Medical Center Directors, Executive Leadership and Senior Management in matters concerning grievances, EEO, disciplinary actions and appeals.
• I worked collectively with Senior Strategic Business Partners to ensure my staff completed all disciplinary actions within the allotted timeframe. • Met weekly with the VISN Assistant HRO to provide updates on cases, ePerformance metrics to include power BI.
• Provided valuable guidance for VISN 21 ERLR policies and practices for departmental sustainability by reviewing policies, regulations, and Union agreements. • Actively involved in the recruitment and selection process of new ER/LR Specialist. • Advised our Senior Executive Team on interpretations of case law, applicability of arbitration findings and past practice/HCSM/policy adopted by the agency locally or at the national level.
September 2013 – March 2024
ERLR Specialist, VISN 21 SSU Team 1/Fresno
Full Time 40 Hours, GS-12, 201
• Provide training and consultation to all levels of management on a wide range of employee and labor related issues. Some of the many items include actions ranging from counseling’s to removals bargaining obligations, employee rights, management rights, disciplinary and adverse actions for T5, Hybrid 38 and T38, grievances, Equal Employment Opportunities (EEO), and performance-based actions. • Facilitated and/or presented both face to face and virtual training to include semi-annual five-day new supervisor training, leave management, progressive discipline and Joint Master Agreement training.
• Utilizing a assessment I developed a detailed training plan to create an all-inclusive training plan that aligned with current policies and procedures specific to each facility. Post training, I followed up with monitoring to track the effectiveness of the training and adjusted future trainings when needed.
• Communicate/present employment & labor relations policies to management seeking advice while relating relevant local prior practice & case law relevant to specific issues discussed.
• Provide technical interpretations of negotiated contract provisions and reconcile conflicting opinions via in-house informal mediation proceeding or grievance. • Provide regulatory backed consultation regarding fact-findings to service departments concerning work-related and personnel investigations such as negotiated grievances, disciplinary and adverse actions.
• Effectively advise service departments in labor relations situations through National Labor regulations. Effectively project expert knowledge of labor relation principles, practices, and policies.
• Responsible for performance management functions for my assigned services including training new and existing management on performance management (0750, ECF’s,) advising/assisting with development of standards as well as conduct technical reviews of over 800 employee performance appraisals and processing over 500 performance awards annually.
• Work closely with our local AFGE and management to ensure we harvest a sustainable and stable working relationships fostering conditions that balance employer/employee needs and rights.
• Ensure that human resources policies are consistent with union agreements and interpret formal communication between management and labor.