This includes relevant communications to employees based on contracts such as office closures and early dismissals. Employee Relations will also intercede in order to resolve issues before they become grievances. This is accomplished through ongoing dialogue and meetings with union representatives.

Employee Relations staff assists in the interpretation and administration of Collective Bargaining Agreements and ensure consistency in application and administration.

The role of Employee Relations is to update and assist both managers and employees to understand and comply with/enforce the Code of Conduct and Employee Attendance Policies.

When a manager reports employee misconduct, depending upon the severity, Employee Relations staff will either counsel the manager on how to handle and document the incident, turn it over for investigation and/or a pre-disciplinary hearing. Once a hearing is conducted by an Employee Relations Hearing Officer to establish the facts, discipline is determined in accordance with Progressive Discipline steps.

Managers who suspect an employee of being under the influence of alcohol or drugs will contact Employee Relations. Employee Relations will ensure appropriate intervention and compliance with the District’s Substance Free Workplace policy.

When questions or controversy occur involving interpretation or application of the provisions of the Collective Bargaining Agreement, Employee Relations manages the grievance and arbitration process to resolve the issue or dispute.