HomeMy WebLinkAboutResolutions - 2022.04.14 - 35457April 14, 2022
MISCELLANEOUS RESOLUTION 422-130
Sponsored By: Kristen Nelson
Human Resources - Staffing Modification to Create Chief Employee & Labor Relations Officer
Classification and Position
Chairperson and Members of the Board:
WHEREAS Employee and Labor Relations has two full-time employees that are dedicated to supporting
almost 5,000 employees and 13 labor unions, and is responsible for all policy and merit rule interpretation and
management, administering collective bargaining agreements, addressing employee complaints, investigations,
and disciplinary actions throughout the County, as well as ensuring compliance and enforcement with State and
Federal labor laws throughout the organization; and
WHEREAS it has been determined there is a need to have a position with a legal background to interpret labor
contracts, act as the County's chief negotiator in collective bargaining, oversee investigations, and collaborate
with Corporation Counsel to develop and represent departments in matters brought before the Personnel Appeal
Board; and
WHEREAS it is being requested to create a new classification and full-time eligible (FTE) GF/GP funded
position titled Chief Employee & Labor Relations Officer; and
WHEREAS the financial impact for FY 2022 is ($61,572) due to the two deleted positions being vacant all
fiscal year, FY 2023 and FY 2024 impact of $23,684 will be offset using Human Resources Department Legal
Services account ; and
WHEREAS the cost of this position will be offset by deleting two (2) vacant GF/GP positions, and a decrease
in the Human Resources Department Legal Services line item (10100-1050103-183130-731073).
NOW THEREFORE BE IT RESOLVED to create the following Merit classification:
Title Sal ary Grade FLSA Status
Chief Employee & Labor Relations Officer 131 Exempt
BE IT FURTHER RESOLVED to create one (1) FTE GF/GP Chief Employee & Labor Relations Officer
position within the Human Resources Department, Administration Division, Labor Relations Unit (1050103).
BE IT FURTHER RESOLVED to delete the following positions:
Position # Classification Status Salary Grade
1050403-02090 Human Resources Analyst FTE 118
1050103-12163 Project Advisor PTNE 223
BE IT FURTHER RESOLVED to amend the FY2022-2024 Budget as reflected in Schedule A - Budget
Amendment attached.
Chairperson, the following Commissioners are sponsoring the foregoing Resolution: Kristen Nelson.
Date: April 14, 2022
David Woodward, Commissioner
��J�auVir"""r Date: April 22, 2022
Hilarie Chambers, Deputy County Executive II
Date: April 25, 2022
Lisa Brown, County Clerk / Register of Deeds
COMMITTEE TRACKING
2022-04-05 Legislative Affairs & Government Operations - recommend and forward to Finance
2022-04-06 Finance - recommend to Board
2022-04-14 Full Board
VOTE TRACKING
Motioned by Commissioner Kristen Nelson seconded by Commissioner William Miller III to adopt the attached
Staffing Modification: to Create Chief Employee & Labor Relations Officer Classification and Position.
Yes: David Woodward, Karen Joliat, Kristen Nelson, Gwen Markham, Angela Powell, Charles Moss,
Marcia Gershenson, William Miller III, Yolanda Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson,
Gary McGillivray (13)
No: Michael Gingell, Michael Spisz, Eileen Kowall, Christine Long, Philip Weipert, Thomas Kuhn, Robert
Hoffman, Adam Kochenderfer (8)
Abstain: None (0)
Absent: (0)
Passed
ATTACHMENTS
l . Schedule A Labor Relations Chief Creation
2. HR - Request for Chief of Employee and Labor Relations Memo
3. FIR - Chief of Employee and Labor Relations Write Up
4. Job Description - Chief Employee and Labor Relations Officer
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and
accurate copy of a resolution adopted by the Oakland County Board of Commissioners on April 14, 2022, with
the original record thereof now remaining in my office.
In Testimony Whereof, I have hereunto set my hand and affixed the seal of the Circuit Court at Pontiac,
Michigan on Thursday, April 14, 2022.
Lisa Brown, Oakland County Clerk/Register of Deeds
Oakland County, Michigan
Human Resources -Staffing Modification to Create Chief Employee & Labor Relations Officer Classification and Position
Schedule "A" DETAIL
Operating I Fund Budget Projectl
FY 2022
FY 2023
FY 2024
R/E
Fund Name
Division Name
Fund#
Division#
Program#Account#
UnitIOU) Affiliate Reference Unit
Projeet# ALIIVOAnalvsls Account Title
Amendment Amendment
Amendment
R
General Fund
Non Departmental
10100
9010101
196030
665882
Planned Use of Balance
$ (61.572) $
-
$
Total Revenues
$ (61,572) $
-
$
E
General Fund
Human
Resources
10100
1050403
183020
702010
Salaries Regular
$ (73,717) $
(73,717)
$ (73,717)
E
General Fund
Human
Resources
10100
1050403
183020
722900
Fringe Benefit Adjustment
(32,822)
(32,822)
(32,822)
E
General Fund
Human
Resources
10100
1050103
183130
702010
Salaries Regular
(15,256)
(15,256)
(15,256)
E
General Fund
Human
Resources
10100
1050103
183130
722900
Fringe Benefit Adjustment
(673)
(673)
(673)
E
General Fund
Human
Resources
10100
1050103
183130
702010
Salaries Regular
4J05
108,253
108,253
E
General Fund
Human
Resources
10100
1050103
183130
722900
Fringe Benefit Adjustment
15,791
37,899
37,899
E
General Fund
Human
Resources
10100
1050103
183130
731073
Legal Services
-
(23,684)
(23,684)
Total Expenditures
$ (61 572) $
-
$ -
40AKLANDF.m
COUNTYOAKLAND COUNTY EXECUTIVE DAVID COULTER
HUMAN RESOURCES
April McGrath Lynch, Deputy County Executive
TO: David T. Woodward, Chairman of the Board of Commissioners
Kristen Nelson, Chairperson of the Legislative Affairs and Governmental Operations Committee
FROM: April M. Lynch, Deputy County Executive
RE: Chief Employee and Labor Relations Officer
DATE: March 16, 2022
During my time as Acting Human Resources Director there are some areas of within the Department that need
more support within their division. Currently, Employee and Labor Relations has two full-time employees that
are dedicated to supporting almost 5,000 employees and 13 labor unions. This team is responsible for all
policy and merit rule interpretation and management, administering collective bargaining agreements,
addressing employee complaints, investigations and disciplinary actions throughout the County. They are also
responsible for state and federal labor laws and ensuring compliance and enforcement throughout the
organization.
As we reviewed our needs we centered in on the need to have someone dedicated to labor negotiations,
policy review and recommendations and general adherence to state and federal regulations. In that space we
are requesting a new position, Chief Employee and Labor Relations Officer, this position will have a
background in employment law, ability to mediate, develop and administer policies that support our employees
while ensuring we are in compliance with all state and federal regulations. This position will also help support
employees and management as they navigate collective bargaining agreements, assist with negotiations and
help lead employee investigations relating to employee concerns.
We propose that this position will be created by deleting an unfilled Human Resources Analyst -Labor Relations
as well as an unfilled part-time position, also in Labor Relations. The remaining funds will be allocated from
the legal services line item as we should continue to see a decline in the expenditures with the expertise of
this new position. The total cost of the position will be approximately $157,896 including fringes (see attached
resolution). Below is the savings from position deletions and budget adjustments:
Elimination of HR Anaylst-Labor Relations $89,251
Elimination of HR Project Advisor -Labor Relations $36,582
Decrease of Legal Services $32,063
Once this position is filled it should allow for a broader base of applicants for the Human Resources Director
as many candidates don't have labor relations experience or they have only labor relations experience but not
Human Resources as a whole. I believe having a position at this level dedicated solely to employee and labor
relations will be a major benefit to the organization.
Thank you in advance for your time and attention to this matter.
2100 Pontiac Lake Road I L. Brooks Patterson Building 41W I Waterford, MI 48328 1 Fax (248) 452-9172 1 OakGov.conn
REQUEST:
1. Create a new classification and FTE GF/GP position titled Chief Employee & Labor Relations
Officer,
2. Delete one (1) FTE GF/GP HR Analyst position (#1050403-02090), and one (1) PTNE 1,000
hours/year Project Advisor position (#1050103-12163)
PROPOSED FUNDING:
Deletion of two (2) positions and a decrease in the Human Resources Department Legal Services line item
(101100-731073)
OVERVIEW:
Employee and Labor Relations has two full-time employees that are dedicated to supporting almost 5,000
employees and 13 labor unions and is responsible for all policy and merit rule interpretation and
management, administering collective bargaining agreements, addressing employee complaints,
investigations, and disciplinary actions throughout the County, as well as ensuring compliance and
enforcement with State and Federal labor laws throughout the organization. It has been determined there
is a need to have a position with a legal background to interpret labor contracts, act as the County's chief
negotiator in collective bargaining, oversee investigations, and collaborate with Corporation Counsel to
develop and represent departments in matters brought before the Personnel Appeal Board. It is being
requested to create a new classification and full-time eligible (FTE) GF/GP funded position titled Chief
Employee & Labor Relations Officer.
COUNTY EXECUTIVE RECOMMENDATION: Recommended as Requested.
PERTINENT SALARIES FY 2022
Gr Frequency
131 Annual
Biweek
118 Annual
Biweek
223 Hourly
01 12 24 36 48 60 72 80
103,241 108,253 113,265 118,276 123,288 128,300 133,312 138,323
3,970.80 4,163.57 4,356.34 4,549.07 4,741.85 4,934.62 5,127.39 5,320.12
54,751 57,408 60,067 62,725 65,382 68,041 70,698 73,356
2,105.81 2,208.02 2,310.26 2,412.50 2,514.70 2,616.94 2,719.15 2,821.39
33.5950 34.7140 35.8329 36.9523 38.0713 39.1902
*Note: Annual rates are shown for illustrative purposes only.
SALARY AND FRINGE BENEFIT SAVINGS
**Note: Fringe benefit rates displayed are County averages. Annual costs are shown for illustrative
purposes only. Actual costs are reflected in the budget amendment.
Create one (1) GFGP FTE Chief Employee & Labor Relations Officer position
Salary Grade 131 at One Year Step $ 108,253
Fringes @ 35.01 % 37,899
Total Health Care Based Fringes 11,744
Total Cost $ 157,896
Delete one (1) GFGP FTE Human Resources Analyst position
Salary Grade 118 at One Year Step ($ 57,408)
Fringes @ 35.01 % (20,099)
Total Health Care Based Fringes (11,744)
Savings ($ 89,251)
Delete one (1) GFGP PINE 1,000 hours/year Project Advisor position
Salary Grade 223 at One Year Step ($ 34,714)
Fringes @ 5.38% (1,868)
Savings ($ 36,582)
Total Cost $ 32,063
[or, UWANDIC911111,710MATNT. Ire MW
Class Title: Chief Employee and Labor Relations Officer
Department: Human Resources
Reports To: Director of Human Resources and/or Deputy County Executive
FLSA Status: Exempt
Salary Plan: UNI/131
GENERAL SUMMARY
Under the direction of the Director of Human Resources and/or Deputy County Executive, manages and
directs the employee and labor relations program of the County. Program activities include negotiation of
collective bargaining agreements; contract administration and interpretation; and guidance/coordination of
related management activities consistent with the mission of the County and the direction of the County
Executive. The Chief Employee and Labor Relations Officer supervises a team of professional Human
Resources staff providing direct service to County departments and serves as a key contributor to
development and maintenance of comprehensive Human Resources policies and strategies. This position
will work closely with Corporation Counsel to ensures that federal and state law, and County policies and
procedures are followed.
SUPERVISION EXERCISED
This position will oversee the division of Employee and Labor Relations and all employees within that unit.
ESSENTIAL JOB FUNCTIONS
Administers and manages labor contracts and merit rules; oversees processes for review and resolution of
employee grievances.
Advises managers and employees on sensitive labor and employee relations matters, including grievance
and arbitration procedures, performance issues and disciplinary actions; advises and assists managers in
identifying employee relations issues and determining appropriate course of action.
Serves as the County's chief negotiator in contract negotiations with recognized employee organizations
and/or bargaining units and/or supports the Director of Human Resources with negotiations.
Uses appropriate negotiation strategies to develop bargaining goals and negotiate contracts consistent with
the County's mission, values, and goals.
Oversees revisions to Collective Bargaining Agreements, Memoranda of Understanding and the Merit Rules
as well as interpretation and application to all employees.
CLASS TITLE: CHIEF EMPLOYEE and LABOR RELATIONS OFFICER
Maintains current knowledge of employee and labor relations trends, legal decisions, and statutory changes;
conducts research necessary to support contract negotiations and employee relations.
Supports County departments in matters brought before the Personnel Appeal Board, involving reviewing
circumstances surrounding disciplinary actions. Assist Corporation Counsel in interviewing supervisors,
employees, and other witnesses, and preparing them to testify before the Appeal Board.
Assist Corporation Counsel in preparing to defend the County in grievance and arbitration matters.
Manages the employee relations team to provide guidance to managementstaff by contract interpretation,
investigation, and advice on a full range of employee relations matters including informal and formal
grievances, development of performance management plans, disciplinary issues, employee assistance
referrals, and reduction in force issues.
Facilitates on -going communication and working relationships with employee representative organizations
including coordination of joint labor-management committees.
Provides information, advice and assistance to Human Resources department managersand staff regarding
application of statutes, regulations, contracts, and employee relations practices relating to their functional
areas.
Supports, mentors, and coaches all employees within the division to assist in theirgrowth and development
as leaders and addresses performance on a regular basis.
Acts as a member of the Human Resources department management team and participates in setting the
direction of human resources support activities for the County. Develops and recommends to the Director of
Human Resources policies and procedures concerning employee relations and personnel practices.
Supervises staff. Hires, evaluates, trains, disciplines, and recommends dismissal of staff as necessary.
Manages the process to investigate complaints identified through state and federal agencies.
May be assigned responsibility for program administration in areas such as ADA compliance or other related
Human Resource regulatory programs.
Works collaboratively with the Oakland County Chief Diversity Officer to ensure that all employee and labor
relations directly addresses equity and inclusion on all decisions, policies and programs within Employee and
Labor Relations.
Utilizes current Countywide and/or department specific software to complete assignments.
Performs other related duties as assigned and as needed.
IMPORTANT NOTE: The primary purpose ofthisjob description is to set a fairand equitable salary rangefor
this job classification. Generally, only those key duties necessary for proper job evaluation and/or labor
market analysis have been included. Other duties and responsibilities will be assigned by the supervisor.
CLASS TITLE: CHIEF EMPLOYEE and LABOR RELATIONS OFFICER
ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS
Ability to communicate to accurately convey information.
WORKING CONDITIONS
Work is performed in a typical office environment.
EXPERIENCE. TRAINING. KNOWLEDGES. SKILLS & ABILITIES
A. REQUIRED MINIMUM QUALIFICATIONS
1. Be licensed to practice law in the Courts of the State of Michigan, Federal Courts and any
applicable State or Federal agencies that require attorney licensure.
2. Have had at least seven (7) years of full-time work experience in the practice of
employment and labor law.
3. Pass the complete examination including the employment physical established for this
classification.
4. Successfully complete the six-month probationary period.
B. ADDITIONAL DESIRABLE QUALIFICATIONS
1. Considerable knowledge of the principles of employment law, especially laws impactingthe
public sector or government.
2. Considerable knowledge of the principles, methods, materials, and practices of legal
research.
3. Considerable knowledge of judicial procedures and the rules of evidence.
4. Considerable ability to analyze legal documents and instruments.
5. Considerable ability to analyze, appraise, organize facts, evidence and precedents
concerned in cases, and to present such material orally and in writing in a clear and logical
form.
6. Considerable abilityto exercise maturejudgement and initiative in analyzing problems and
recommending solutions.
7. Considerable ability to establish and maintain effective working relationships with County
administrators, Corporation Counsel and representatives from outside agencies and
employees.
3
CLASS TITLE: CHIEF EMPLOYEE and LABOR RELATIONS OFFICER
8. Familiar with current word processing, spreadsheet, database, e-mail, and Internet
software.
C. SPECIAL REQUIREMENTS
1. Must remain in good standing with the State Bar of Michigan and shall be eligible for
admission to the United States District Court.
a