LABOR CONCILIATOR I4088D3 Pay Grade: 23 DEFINITION OF WORK Summary This is specialized and technical work investigating labor relations and employment standards disputes. Work includes independent mediation of unit determination and wage claim disputes, participation in the resolution of unfair labor practices, serving as elections officer, and issuing on-site rulings on voter eligibility in union representation elections. Standard Classification Factors Supervision Received - LEVEL C: "Under direction…" Employees at this level usually receive a general outline of the work to be performed and are generally free to develop their own sequences and methods within the scope of established policies. New, unusual, or complex work situations are almost always referred to a superior for advice. Work is periodically checked for progress and conformance to established policies and requirements. Difficulty - LEVEL B: Average… Where the employee is confronted with a variety of duties susceptible to different methods of solution which, in turn, places a correspondingly higher demand upon resourcefulness and concentration. Positions which require the analysis and evaluation of raw data and the rendering of conclusions would, in many instances, fall into this category. Complexity - LEVEL D: Work is of a diversified nature that usually involves multiple unrelated steps. Analytical thought is necessary for dealing with complex data and situations. Work often involves a variety of unrelated processes and may require planning or carrying out a sequence of actions or both. Several alternatives usually exist at this level for approaching problems or situations. Workers at this level exercise a considerable amount of independent judgment. Work is controlled by occasional review and by reporting to or consultation with supervisors or superiors. When guidelines exist at this level, they are usually broadly defined or technical requiring careful analysis and interpretation. Consequence of Actions or Decisions - LEVEL C: Consequences of actions or decisions at this level are limited in scope and effect as the work is reviewed occasionally. Errors may cause moderate inefficiency. Costs due to errors may be significant. Contacts - LEVEL D: The purpose of the contact is to justify, defend, negotiate, persuade or interrogate to settle matters, maintain good will, gain cooperation or reach compromises when the information is controversial or the individuals or groups have strong differences of opinions or diverse viewpoints. Extensive use of communication techniques and well developed communication skills are required for dealing with others. Physical Demands - LEVEL A: The work is predominantly sedentary and requires minimal or negligible physical exertion. The employee is normally seated; however, the nature of the work allows for periods of standing or walking at will. Environmental Conditions - LEVEL A: The work environment involves normal everyday hazards or discomforts typical of offices, meeting and training rooms, or libraries. Comfortable levels of temperature, ventilation, lighting and sound are inherent in the work environment. Exposure to deviations from pleasant environmental conditions is only occasional. The likelihood of injury is remote. Supervision/Leadership - LEVEL A: No supervisory or leadership responsibility; may explain work instructions or assist in training others. Distinguishing Features Differs from the Labor Conciliator II class in that the primary focus of that class is on conducting hearings and mediating disputes, while the primary focus of the Labor Conciliator I class is on investigatory actions. EXAMPLES OF WORK PERFORMED Investigates complaints and gathers and organizes evidence concerning alleged violations of state regulatory or civil law or of fraud. Prepares a case file for a presentation to a superior or for a hearing. Testifies at hearings or in court to present evidence of violations and/or the accuracy or authenticity of records. Verifies employee interest in representation; assists in conducting larger public employee representation elections; assists in the certification of elections results. Provides information to interested parties regarding the provisions of Kansas labor relations laws and the rights of employers and employees. REQUIRED KNOWLEDGE, ABILITIES AND SKILLS Knowledge Knowledge of Kansas and pertinent federal laws, regulations, procedures, and legal precedents in the fields of labor relations and employment standards. Knowledge of the practices and techniques used in investigating complaints, preparing cases and writing reports. Abilities *Ability to analyze issues in a dispute to determine their relevancy and susceptibility to compromise. Ability to apply the principle, practices, and techniques of mediation used in facilitating the settlement of labor/management disputes. *Ability to prepare technical reports and recommendations arising from hearings and to communicate effectively both orally and in writing. *Ability to effectively interview employers, claimants, clients of an agency, contacts, informants and witnesses. *Necessary at Entry MINIMUM REQUIREMENTS: One year of experience in labor relations work. Education may be substituted for experience as determined relevant by the agency. NC: 06/94 |