Employee & Labor Relations Advocate

LABOR REL REPR 5 (000261)

UCPath Position ID: 40050468

Position Description History/Status

For Reference ONLY - PeopleAdmin JA Number:

1128337

Approved Date:

9/24/2025 9:09:55 PM

Date Last Edited:

9/24/2025 9:09:53 PM

Last Action Effective Date:

8/26/2022

Organization Details

Business Unit (Location):

LACMP

Organization Code:

5000O

Organization:

ADMINISTRATIVE VICE CHANCELLOR

Division Code:

5901D

Division:

ADMINISTRATION

Department:

361000 - CAMPUS HUMAN RESOURCES

Position Details

UCPath Position Number:

40050468

Position Description ID

168807

UC Payroll Title:

LABOR REL REPR 5 (000261)

Personnel Program

Management and Senior Professional (MSP)

Salary Grade:

Grade 26

Job Code FLSA:

Exempt

Union Code (Collective Bargaining Unit):

99: Non-Represented (PPSM)

Employee Relations Code:

F: All Others - Confidential

Employee Class (Appt Type):

2 - Staff: Career

Full-Time Equivalent (FTE)

1

SUPERVISION

UCPath Reports to Position Number:

40781137

Reports to Payroll Title:

LABOR REL MGR 2

UCPath Department Head Position Number:

40049167

Department Head Payroll Title:

HR MGR 3

GENERAL SUPERVISION - Indicates that the incumbent develops procedures for performance of variety of duties; or performs complex duties within established policy guidelines.

0.00

POSITION SUMMARY

Reporting to the Manager of Labor Relations in Campus Human Resources, the Employee & Labor Relations Advocate represents the University in labor arbitrations, internal administrative hearings, and proceedings before the California Public Employment Relations Board. Evaluate the merits of employee complaints (grievances, administrative reviews, and unfair labor practice charges) by interviewing witnesses, reviewing policies and relevant documentation, and contracts, conducting complex legal research, and identifying strategies for the University's response. Provides employee relations consultation to university management, employees, and designated representatives, including analysis and interpretation of university policies and procedures and applicable employment and labor law, contract administration, organizational change, problem-solving and decision-making assistance, and conflict resolution services. Participate in and lead supervisory/management training activities, including seminar design and facilitation on employee relations issues. Coach and counsel managers and employees in clarifying goals and objectives, and enhancing problem-solving, planning, and communication skills. Conduct workplace investigations and department training on applicable topics including contract interpretation and just cause. Participate as the University representative in both system-wide and local collective bargaining. Perform other duties as assigned. Occasional travel is required.

Campus Human Resources provides a full range of human resource management services through its various units, including Health and Welfare Benefits, Compensation and Classification, Personnel Policy development and compliance, Employee and Labor Relations, Talent Acquisition and Workforce Planning, HR Information Systems, the Staff and Faculty Counseling Center, Learning and Organizational Development and the HR/Payroll Operations Center.

CHR’s Employee & Labor Relations (ELR) unit works to enhance the relationship between the University and Campus employees by providing direction and guidance on unions, policies, agreements, and more. ELR works closely with managers and supervisors across campus to ensure that the correct application of policies, procedures, and laws are being used to manage UCLA’s diverse and dynamic workforce. Through various forms of intervention, ELR offers balanced advocacy to management and individual employees to protect their respective rights and facilitate a more harmonious work environment.

Management Advocacy

1. Evaluate the merits of grievances, complaints, and unfair labor practice charges by interviewing witnesses, reviewing policies, contract provisions, and procedures; identifying defense strategies; reviewing documentation; and reviewing precedent cases. Ability to perform in-depth legal research and interpret and apply case law, statutes, and regulations. (E)  2. Represent management in labor arbitrations, internal administrative hearings, and proceedings before the California Public Employment Relations Board by developing management's defense including selecting exhibits, preparing witnesses, conducting direct and cross-examination, delivering opening statements and closing statements. Determine when written motions or briefs are necessary and write concise, persuasive, and legally correct pleadings. (E)  3. Negotiate settlement agreements by identifying management's objectives, securing necessary approvals, and drafting legally sound agreements that protect future University interests. (E)  4. Inform campus managers/supervisors, system-wide administration, and employee relations consultants of significant arbitration decisions. (E)  5. Coordinate with other UCLA Offices (e.g., Campus Counsel, Staff Diversity and Compliance, Insurance and Risk Management, Administrative Policies & Compliance, and Title IX), responses to multiple-forum complaints filed by an employee to assure consistency and protect future legal defenses. (E)  6. Provide the UC Office of General Counsel, Campus Counsel, and Insurance & Risk Management with summaries of employee files, actions, documents, and witnesses relevant to employment / related lawsuits filed against the Regents. Assist attorneys in initial phases of lawsuit preparation and keep attorneys/personnel department informed of significant developments that may affect the lawsuit or personnel actions. (E)

30%

Employee Relations Consultation

1. Identify and diagnose problems and issues by utilizing all internal/external resources available to obtain and verify facts to formulate alternative courses of action. (E)  2. Interpret University policies & procedures, applicable labor laws, collective bargaining agreements, and legal decisions for departmental administrators and employees and, by applying these guidelines to the facts of a particular situation, ensure consistency with past practices. (E)  3. Provide consultation to administrators and supervisors in developing and writing documentation pertaining to counseling and disciplinary memos, performance appraisals, and work rules. Determine appropriate technical language to be incorporated into documents and edit documents for clarity. Coach administrators and supervisors in implementing appropriate processes and techniques for guiding and disciplining employees to achieve acceptable levels of performance and conduct. (E)  4. Provide consultation to managers and administrators in the formulation of responses to formal complaints under University policies and collective bargaining agreements by identifying and clarifying issues, revising applicable policy or contract terms, and drafting and/or editing written department responses. Make recommendations for improving the formal complaint process from filing to final resolution. (E)  5. Facilitate resolution of informal and formal complaints by responding to employee-initiated issues and grievances regarding terms and conditions of employment, implementation of policy and procedure, and issues involving allegations of inappropriate conduct or behavior. (E)  6. Act as a third party in the resolution or mediation of both formal and informal grievances and complaints, including collecting, verifying, and analyzing acts of complaints in terms of the reasonableness of managements' actions, establishing effective working relationships with employee representatives to develop workable resolutions and facilitate productive discussions between and among parties. (E)  7. Develop and negotiate legally sound settlement agreements and memoranda of understanding that ensure formal resolution to a complaint or issue, while contributing to the operational effectiveness of the University and confirmed to established University settlement practices. (E)  8. Conduct workplace investigations. (E)

30%

Labor Relations & Contract Administration

1. Develop and maintain appropriate union-management relations through informal and formal oral and written communications with exclusive and non-exclusive representatives. (E)  2. Respond to union requests for information, such as providing salary data, and policy information; determine which type(s) of information can or cannot be released by reviewing relevant records laws, campus practices, and HEERA. (E)  3. Provide interpretations of HEERA to Human Resources departments and managers regarding the rights of union representatives to access, and represent employees, and organizing strategies or tactics. (E)  4. Effectively conduct labor-management meetings by determining management's objectives, reviewing union agenda, and researching past practice as needed. Respond as appropriate to union demands and assure follow-up with management, including implementation of agreed-upon items. (E)  5. Provide notice to exclusive and non-exclusive representatives as required by HEERA, past practice as determined by university management. Review proposed policy, procedural, and work-related changes to determine notice requirements. (E)  6. Provide contract interpretation to department Human Resources managers; coordinate system-wide contract interpretations with the Office of the President - Labor Relations by responding to proposed written interpretations or obtaining interpretations on vague contractual language. Survey other campuses to determine how contractual issues are being interpreted. (E)  7. Manage grievance procedure for assigned labor contracts, ensure consistent procedural adherence by reviewing all incoming grievances, determine and take action on procedural defects, and assure timely completion of process at each step. (E)  8. Act as campus grievance officer at the designated step of various labor contracts; consider union/employee grievances, investigate relevant matters presented at hearing, draft, and issue written grievance responses, and ensure that actions taken comply with the applicable contractual provisions. (E)  9. Provide information and analysis of the Office of the President's Labor Relations for the final step in the grievance procedure. (E)  10. With Employee Relations Consultants, develop a system or combination of systems for informing supervisors and managers of renegotiated sections of the contract. (E)  11. Maintain and research files and labor relations law regarding past practices, prior arbitration awards, trends in employment practices, and legal precedents for proposed actions. (E)

30%

Staff Support & Training

1. Represent CHR on campus-wide and system-wide committees by attending meetings, participating in discussions, and contributing to the decision-making process. (E)  2. Provide briefings to the Director and AVC about conferences or special activities. (E)  3. Participate with the Director and colleagues in reviewing a variety of issues including proposed policy revisions, internal procedures and practices, contract administration training content and format, and departmental organizational processes. (E)  4. Provide analysis, recommendations, and draft correspondence or position papers for review by Director and AVC pertaining to grievances, lawsuits, and/or preparation for higher-level staff meetings. (E)  5. Research issues relevant to Employee and Labor Relations and develop recommendations for policy and/or procedure revisions, as appropriate. (E)  6. Initiate, develop, and conduct training programs for individual departments or through In-Service Training programs in such areas as performance appraisal, progressive discipline, FMLA, etc. (E)

10%

•

Performs other duties as assigned.

•

Complies with all policies and standards.

•

Complies with the University of California, Los Angeles (UCLA) Principles of Community.

•

This position description is not intended to be a complete list of all responsibilities, duties or skills required for the job and is subject to review and change at any time, with or without notice, in accordance with the needs of the organization.

QUALIFICATIONS

Juris Doctor (JD) Degree

from an accredited American Bar Association (ABA) law school institution

Required

Or

Master's Degree

of Legal Studies (MLS) recognized by the American Bar Association (ABA) law school institution.

Preferred

Experience in acting as management advocate in grievances, arbitrations, unfair labor practice charges, and meet and discuss/confer sessions, including preparing witnesses, direct and cross-examination, opening and closing statements, and preparing motions.

Required

At least five years

of experience in labor and employment law or equivalent combination of education and experience

Preferred

Admitted to practice law in California or another U.S. jurisdiction.

Preferred

Society for Human Resources Management (SHRM) Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) Certification.

Preferred

Human Resource Standards Institute (HRCI) Certification.

Preferred

Skill in writing clear, concise, analytical, legally correct, accurate, and persuasive briefs, appeals, motions, grievance responses, settlement agreements, and management positions.

Required

Skill in functioning in a demanding environment to resolve conflicts.

Required

Skill in analyzing labor relations information, data, problems, practices, or procedures to define problems and objectives, consider alternative solutions and consequences and propose solutions.

Required

Skill in prioritizing work assignments to reflect changes in the labor relations environment.

Required

Ability to communicate professionally and effectively with all levels of management and employees, with arbitrators and administrative law judges, including the ability to present oral presentations to groups.

Required

Demonstrated ability to interpret and effectively explain complex collective bargaining agreements, policies, and procedures to all levels of academic and staff personnel.

Required

Demonstrated ability to quickly establish rapport and professional credibility and to gain the trust of administrators, faculty, and staff at all levels of the University as well as individuals external to the University. 

Required

Demonstrated ability to function as part of a team and to collaborate with colleagues to facilitate the resolution of employee relations and/or organizational issues.

Required

Demonstrated ability to appropriately handle confidential and/or sensitive information and/or documents, including information related to collective bargaining.

Required

Ability to work independently with general direction and minimal supervision.

Required

General knowledge of labor and employment laws, including public sector labor laws such as the California Higher Education Employer-Employee Relations Act (“HEERA”), National Labor Relations Act, California Labor Code, Fair Labor Standards Act, etc., including recent developments and practices, with applicability to the public sector.

Preferred

SPECIAL REQUIREMENTS AND/OR CONDITIONS OF EMPLOYMENT

Background Check: Continued employment is contingent upon the completion of a satisfactory background investigation.

Live Scan Background Check: A Live Scan background check must be completed prior to the start of employment.

CANRA: The position is designated as a mandatory reporter under CANRA. The employee must sign the "Statement Acknowledging Requirement to Report Child Abuse".

20%

Occasional travel is required.

LOCATION AND PHYSICAL, ENVIRONMENTAL, MENTAL (PEM) REQUIREMENTS

Environment and Work Location Information

Environment Type:

Non-Clinical Setting

Location Setting:

Campus

Location:

10920 Wilshire Blvd, Los Angeles, CA 90024

Standing/Walking

X

Sitting

X

X

Bending/Stooping

X

Squatting/Kneeling

X

Climbing

X

Lifting/Carrying/Push/Pull 0-25 lbs

X

X

Lifting/Carrying/Push/Pull 26-50 lbs

X

Lifting/Carrying/Push/Pull over 50 lbs

X

Physical requirements other

X

Chemicals, dust, gases, or fumes

X

Loud noise levels

X

Marked changes in humidity or temperature

X

Microwave/Radiation

X

Operating motor vehicles and/or equipment

X

Exposures other

X

Sustained attention and concentration

X

X

Complex problem solving/reasoning

X

X

Ability to organize & prioritize

X

X

Communication skills

X

X

Numerical skills

X

X

Mental demands other

X

X

Classification 3:  Position in which exposure to blood, body fluids or tissues is not part of the position description. The normal routine task involves no exposure to blood, body fluids or tissues and the employee can decline to perform tasks which involve a perceived risk without retribution.