HEARING OFFICER – LABOR RELATIONS

GENERAL OVERVIEW

Under the general supervision of the Deputy Bureau Chief of Human Resources/Director
of Labor Relations and the Senior Labor & Employment Legal Counsel, acts as a liaison
on behalf of County management in serving as hearing officer or mediator for union
grievance hearings, resolution meetings, and other Labor/Management activities.
Provides assistance to Labor Counsel on matters related to arbitrations and other labor
related litigation. Researches information from past grievance files, personnel records,
salary grades of specific union job classifications and previous union labor agreement
information.

KEY RESPONSIBILITES AND DUTIES

Acts as the hearing officer in connection with union grievances, schedules grievance
hearings, coordinates hearings with necessary parties, interprets collective bargaining
agreements and work force policies, and issues decisions.

Acts as a mediator in grievance resolution meetings in an effort to resolve third step
grievances prior to arbitration, coordinates and conducts labor management meetings,
interprets collective bargaining agreements, and makes recommendations for resolution.

Serves as an informational resource for union contract negotiations by conducting
research and furnishing reference documents and statistical data to the management
negotiating team.

Analyzes trends in labor relations and other work force data to proactively identify work
environment concerns, risks and training opportunities, as well as make recommendations
for changes to collective bargaining agreements and policies.

Supports supervisors with labor related matters, including interpretation of collective
bargaining agreements and policies, and assists with implementation.

Analyzes data concerning discipline and grievances and consults with labor relations
management staff to determine management and supervisory training needs regarding
labor relations. May prepare statistical reports related to the grievance procedure.

Assists the Senior Labor & Employment Legal Counsel on matters related to arbitrations
and other labor related litigation by researching past grievances, collecting documents, or
corresponding with potential witnesses.

Performs other duties as assigned.

Maintains and ensures a high degree of confidentiality in all of the above matters.

KNOWLEDGE, SKILLS AND ABILITIES

Skill in interpreting and applying collective bargaining agreement provisions, County
Personnel Rules, and departmental rules and policies.

Knowledge of or ability to quickly and effectively grasp and utilize County policies,
protocols and technical vernacular used throughout each union labor agreement for the
County.

Knowledge of Cook County labor relations functions, principles, techniques, contract
terminology, office practices and procedures.

Thorough knowledge of business communication principles and techniques, contract
terminology, office practices and procedures relative to labor relations.

Skill in resolving labor grievances.

Skill in presiding over third step grievance hearings and issuing well-reasoned decisions
on the same.

Skill in analyzing text of contractual labor agreements.

Skill in the use of the art of diplomacy and confidentiality with arbitrators, attorneys,
County employees, County managerial personnel and union representatives.

Ability to communicate effectively with tact and courtesy, to conduct oneself in a
professional manner. Good communication skills; ability to gather information from
others and make inquiries; ability to convey information and explain or describe County
policy and procedure to others in person or by telephone.

Must possess critical thinking skills including the ability to evaluate and distinguish
important facts from large amounts of complex information.

MINIMUM QULIFICAXTIONS

Graduation from an accredited college or university with a Juris Doctorate degree, PLUS
a minimum of five (5) years of experience in Labor or Industrial Relations.

PERFERRED QUALIFICATIONS

Seven (7) years’ experience in Labor or Industrial Relations.

PHYSICAL REQUIMENTS

Sedentary Work

Sedentary Work involves exerting up to 10 pounds of force occasionally or a negligible
amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary
work involves sitting most of the time, but may involve walking or standing for brief
periods of time.