Summary DELMR develops and administers a comprehensive employee and labor relations program under Title 5. The Labor Relations Branch Chief serves as the Department's senior authority on labor relations, overseeing collective bargaining, contract administration, and the arbitration program, including strategy and risk assessment for complex cases. The role represents the Department in negotiations and third-party proceedings, advises leadership, and supervises Branch staff. Responsibilities Major duties include but are not limited to the following: Oversee a Department-wide arbitration program. Serve as the definitive subject matter expert in arbitration advocacy. Lead subordinates in preparing and presenting arbitration cases arising under applicable collective bargaining agreements to include expert assessment of legal and factual sufficiency, devising case strategy, and advising on associated risks of litigation in simple to complex and/or controversial cases involving work conditions and personnel policies and practices that cover employees across organizational jurisdictional and occupational positions. Conduct enterprise-level litigation risk assessments in matters arising under Department collective bargaining agreement such as grievances, arbitration cases, unfair labor practice charges, third party adjudications, and related matters. Serve as an expert witness in arbitration, MSPB, FLRA, EEO, administrative, and negotiated grievance proceedings. Develop and recommend new or revised Department policy, standards, procedures and guidelines as a result of grievances, arbitrations, unfair labor practice cases, MSPB cases, research, review of an existing program, changes in OPM laws or regulations, or current developments in employee and labor-management relations. Develop and recommend new or revised Department policy, standards, procedures and guidelines as a result of grievances, arbitrations, unfair labor practice cases, MSPB cases, research, review of an existing program, changes in OPM laws or regulations, or current developments in employee and labor-management relations. Provide authoritative oral and written advice to requests for technical assistance from DOL supervisors, managers, and leadership regarding day-to-day contract administration and labor relation matters. Ensure uniform interpretation and application of collective bargaining agreements and labor- management relations policies and practices throughout the Department. Determine the statutory or contractual obligation of the Department to communicate, consult, and/or negotiate with the DOL bargaining units regarding conditions of employment on variety of issues pertaining to federal personnel and labor-management relations. Represent Department in mid-term and term negotiations, including presentation to mediators, the Federal Services Impasse Panel, and the Federal Labor Relations Authority. Draft variety of memoranda, advocacy briefs/ responses, and decision papers concerning a variety of complex, controversial issues in the field of labor relations. Prepare memoranda and briefing materials for the Secretary of Labor or designee on collective bargaining agreement appeals and other labor-relations matters for which the Secretary is the deciding official. Exercise managerial and supervisory authority for subordinate supervisors and staff. Oversee subordinate staff to include assigning, reviewing, and assessing work; establishing positions; selecting candidates for employment and promotion; establishing performance standards and appraising performance; identifying training needs; managing time and attendance; and ensuring compliance with merit system principles and EEO requirements. Requirements Conditions of Employment Qualifications You must meet the Specialized Experience to qualify for Chief, Labor Relations Branch, as described below. For GS-201-15: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-14, 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 be creditable, specialized experience must have been equivalent to at least the next lower grade level. Qualifying specialized experience for GS-201-15 includes: Experience in labor relations principles and practices sufficient to direct all areas of a department-wide labor-management relations program including leadership, representation and advocacy, contract administration, advisory services, and dispute resolution; Experience representing management in negotiations, grievance processes, and third-party hearings; Experience interpreting and applying collective bargaining agreements to daily operations and advising management on labor relations issues, including unfair labor practices, personnel regulations, misconduct, and performance. Education There is no substitute of education for specialized experience to qualify for this position. Additional Information To learn more about this agency, click here. 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 You may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interest and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements. Supervisory Financial Disclosure: This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). Therefore, if selected, you will be required to complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. This information will be required annually. 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 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.
