Employee & Labor Relations assists supervisors, managers and department heads with consultation on performance management, best practices in responding to performance concerns, attendance problems, misconduct issues or workplace conflicts. We advise on appropriate corrective action and progressive discipline and applicable University policies, procedures and collective bargaining agreements related to personnel actions. We provide guidance on separation actions and are responsible for coordination of employee complaints and grievances. We are also responsible for union contract/ collective bargaining agreement administration.
Consultation & Advisory Services
Employee & Labor Relations assists supervisors, managers and department heads with performance management issues including: performance concerns, attendance problems, misconduct issues or workplace conflicts and change management. We advise on appropriate corrective action and disciplinary action and applicable University policies, procedures and collective bargaining agreements related to personnel actions. We provide guidance on separation actions including probationary releases, termination of employment contracts, terminations for cause, resignation in lieu of termination, job abandonment, layoffs, and medical separation. We also coordinate separation settlement agreements in collaboration with campus counsel. Employee & Labor Relations can be contacted through HR ServiceNow.
Union Contract Administration
Employee & Labor Relations assists supervisors, managers and department heads with union contract administration, including training on new contracts, interpretation of contract provisions, serving as campus negotiators or representatives in University negotiations and coordinating release time for employee representatives on union bargaining teams. We represent management in local negotiations and labor-management meetings with union representatives. We also coordinate:
- Communications with unions, business agents, representatives and stewards. This includes approvals for union business leave and notice obligations for changes to terms and conditions of employment.
- Communications with management about union negotiations, changes in union contracts and guidance on responding to union representatives entering the workplace (access requests and concerns).
- Employee enrollment in union dues and questions about dues and agency fees.
- Responses to Union requests for information. This includes information the Union may be entitled to under HEERA or the California Public Records Act.
Do You Supervise Represented Employees?
If you are uncertain whether a position you supervise is represented:
- Review the appointment information in OACIS or in PPS
- Search the Salary Scales by job title classification to determine representation. The Title Code System indicates whether a job title classification falls into a specific unit by code. (The campus often uses these codes as an informal reference for the bargaining units, e.g, CX, SX, TX)
If a position is not represented by a union, the job title/position is non-exclusively represented (often referred to by the code "99") and is covered by Personnel Policies for Staff Members (PPSM).