Duties

This position is in the Division of Employee and Labor-Management Relation (DELMR) which provides advice and guidance regarding the disciplinary and performance-based actions, negotiation, and administration of collective bargaining agreements, including the interpretation and application of Departmental/union-negotiated agreements as they apply to grievances, arbitration, and unfair labor practice matters. The office also provides day-to-day assistance on adverse and performance-based actions, disciplinary actions, and appeals. The major duties of this position include but are not limited to the following: Provides employee relations assistance to managers for assigned organizations in a wide variety of Departmental program Agencies. Informs employees facing adverse action for unacceptable performance or conduct about their entitlements to use grievance/complaint/appeal procedures. Interprets laws, regulations, rules, and local policies and uses computer based programs or other means available to conduct more extensive research to resolve complex, controversial problems. Interprets the negotiated contract for management and employees as requested. Prepares and/or assists senior management in responding to both administrative and union grievances and ensures responses are in compliance with regulations/union contracts and are legally sufficient. Assists with arbitrations, mediations, contract negotiations, and unfair labor practices. Prepares and presents management's case to protect the government's interest. Advises senior management and supervisors on the procedural and legal requirements for correcting complex conduct problems and administering disciplinary and adverse actions. Assists legal staff in preparing and presenting management's case and represents management as a technical advisor during third-party proceedings such as arbitrations, mediations, and hearings (Equal Employment Opportunity Commission and Merit Systems Protection Board). Responds to highly controversial inquiries from Congress, higher headquarters, other Federal agencies. Responds to Merit Systems Protection Board appeals, grievances, and EEO complaints; ensuring responses are persuasive and thorough. Gives oral presentations such as briefings, training sessions, consultations, orientations, and discussions with managers, employees, and co-workers.

Qualifications

You must meet the Specialized Experience to qualify for Employee Relations Specialist, as described below. For GS-201-14: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-13, in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To qualify for this GS-201-14, applicants must meet all of the following examples of specialized experience: Experience delivering authoritative employee relations guidance to management on conduct and performance matters, ensuring all advice aligns with applicable regulations, policies, and procedures. Experience drafting and preparing adverse actions for management involving challenging conduct and performance issues with limited or no precedent, ensuring legally compliant, well-documented actions that support consistent and effective case resolution. Experience engaging with senior management and cross-team work groups to evaluate employee relations issues, enhance program effectiveness, and coordinate stakeholder input for purposes of supporting and achieving leadership initiatives.

Education

There is no education substitute to qualify for this position.

Other Information

The mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATIONS, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION For more information, click Telework Position Information. This is not a remote work position. The selectee will report to an assigned DOL office location on a regular basis and is eligible for participation in telework as determined by management in accordance with DOL policy. Based on agency needs, additional positions may be filled using this vacancy. The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions. All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71. Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. To determine if you need a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments.