LABOR CONCILIATOR II4089D3 Pay Grade: 26 DEFINITION OF WORK Summary This is specialized and technical work investigating and mediating all levels of labor relations and employment standard disputes, overseeing subordinate elections officers as the elections agent, verifying showings of interest, certifying representation election results, or reviewing current cases to insure completion and/or adequacy for presentation at formal hearing. Work is performed with latitude for formulating innovative solutions to problems and developing plans and procedures for implementing those solutions. Standard Classification Factors Supervision Received - Level D: "Under general direction…" Employees at this level are usually in charge of a large and important organizational unit. They plan and carry out assignments with little supervision. They report regularly to a superior, usually by means of occasional conferences, to discuss work progress or new problems which require advice from above. This designation will pertain to classes with a high order of independence. Difficulty - LEVEL C: Considerable… Duties which require a high degree of concentration because of the many factors which must be considered and weighed before a decision can be reached. Usually positions that require planning, developing, and coordinating programs and directing fairly large groups of people fall into this category. Complexity - LEVEL E: Work is of a highly diverse and/or complex nature characterized by a broad range of activities and frequently changing conditions, situations and problems. Considerable analytical thought is necessary for interpreting a variety of factors, problems and alternatives for methods and procedures. Work requires the origination of ideas, techniques and programs for solving technical problems or complicated situations. Workers at this level exercise a high degree of responsibility for independent judgment and may participate in major program changes or policy decisions. Work may be reviewed by occasional conferences or reports to superiors. When guidelines exist at this level, they are normally characterized by regulations, policies or complex technical manuals. Consequence of Actions or Decisions - LEVEL D: Consequences of actions or decisions at this level are significant as the work may be rarely if ever reviewed, making errors difficult to detect. Errors may cause major program failure or a high degree of confusion. Injuries to others due to errors are serious or incapacitating or both and costs due to errors are substantial. 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 B: Involves functional leadership responsibility. As a "senior worker", performing essentially the same or similar work as those overseen, responsibility includes training, instructing, scheduling and reviewing. As a "project leader" may be responsible for a phase(s) of a single project which includes planning, coordinating and reviewing the work of others. This level may also involve limited administrative responsibility such as participating in the evaluation of work performance. Distinguishing Features Differs from the Labor Conciliator I class in which the primary focus is on investigatory actions. Differs from the Labor Conciliator III class which is administrative and supervisory work. EXAMPLES OF WORK PERFORMED Conducts quasi-judicial wage claim hearings; evaluates evidence and testimony; issues findings of fact, conclusions of law, and court enforceable orders. Serves as elections agent for the agency in the scheduling, conduct, and verification of results in union representation elections; directs subordinate conciliators in the conduct of unit representation elections. Meets with petitioners and respondents as a mediator to resolve disputes and/or execute binding settlement agreements or consent orders on behalf of the agency. Conducts independent investigations of employment standards disputes; administers oaths and interviews affected parties to resolve issues. Presents information and reports and responds to inquiries from the public, officials and various groups concerning labor relations and employment standards laws and regulations. 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 principles, practices, and techniques of mediation used in facilitating the settlement of labor/management disputes. Knowledge of the procedural and reporting practices used in administrative hearings. Abilities *Ability to analyze the issues in a dispute and evaluate their relative importance and susceptibility to compromise. *Ability to conduct hearings and preliminary investigations in a judicious manner. *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, orally and in writing. *Ability to develop and maintain satisfactory relationships with labor and management groups and individuals. *Necessary at Entry MINIMUM REQUIREMENTS: Two years of experience in labor relations work. Education may be substituted for experience as determined relevant by the agency. NC: 06/94 |