See Labor Relations Adjudicator/Mediator 1.

 

Senior specialist level Labor Relations Adjudicator/Mediator responsible for agency-wide program(s) as designated by the Executive Director.

This is the senior specialist level of the series.  

Under administrative direction, these positions have responsibility for one or more of the following agency wide programs:  

• Unfair Labor Practice complaints;
• Representation and Unit Clarification petitions;
• Appeals.

As a senior specialist level LRAM, has responsibility for one or more of the following program areas:

Unfair Labor Practices

• Independently reviews and processes unfair labor practice complaints filed with the agency;  Using discretion, applies  agency precedent, decides whether the unfair labor practice complaints meet jurisdictional standards, and, where necessary, issues deficiency notices to give complainants an opportunity to amend the complaint;
• Implements and enforces agency policy and formal precedent by making preliminary rulings on all unfair labor practice complaints and non-association cases filed;
• Provides guidance to lower level LRAMs on unfair labor practice litigation issues, and serves as a resource on policy formulation concerning the fair and objective litigation of unfair labor practice claims;
• Develops strategies to maintain timely processing of unfair labor practice complaints; Independently reviews and processes non-association cases filed with the agency;  Applies  agency precedent, decides whether the cases meet jurisdictional standards; issues appropriate orders, as necessary.   

Representation and Unit Clarifications

Coordinates representation and unit clarification petitions using a variety of vital processes in determining bargaining units which include holding elections and cross-checks, conducting hearings and writing decisions;

• Issues notice of hearing, conducts pre-hearing conferences and settlement conferences, and makes rulings on pre-hearing motions; 
• Presides at hearing and makes rulings on evidentiary issues, where the record developed at the hearing becomes the official record of the agency if the case is appealed to court;  
• Reviews record and written briefs filed by parties, conducts legal research, and prepares formal opinion;   
• Interprets and applies the parties’ collective bargaining agreement. 

Appeals 

• Coordinates cases appealed to the Commission, prioritizing cases that need immediate attention; 
• Monitors and tracks Commission cases appealed to court, working with agency’s attorney general when necessary;
• Provides legal precedent and other factors while working closely with Commissioners in drafting decisions;
• Ensures final decisions are issued properly; 

Provides guidance to LRAMs in specific area of administration 

• Performs the duties of the lower level classifications, when needed;   
• Performs other work as required.

Ability to: apply advanced skills and principles in the assigned agency-wide program(s).  This involves integrating the knowledge of PERC’s clientele, RCW’s and WAC’s;

Preside at hearings with impartiality, ruling on questions of admissibility of evidence;   

Prepare formal written opinions by organizing the relevant facts, arguments, and conclusions of law in clear and logical sequence, including determination of credibility of witnesses, review of record, legal briefs, and case precedents;  

Listen actively and critically analyze issues, to suggest innovative solutions while maintaining impartiality;  

Patiently, persistently and persuasively encourage parties to resolve disputes; 

Apply knowledge to diverse and changing work structures and type of public employers.

Advanced knowledge of:  principles of labor/management relations, including economics, human resources, collective bargaining and negotiations, statutes administered by PERC and all PERC rules, general laws affecting labor/management relations including employment discrimination, Administrative Procedure Act (Chapter 34.05 RCW), and case precedents of National Labor Relations Board (private sector).   

Expertise in conducting hearings and opinion writing, in preparing formal written opinions by organizing the relevant facts, arguments, and conclusions of law in clear and logical sequence, including determination of credibility of witnesses, review of record, legal briefs, and case precedents.

A law degree and five plus years of experience in collective bargaining with major work assignments in negotiations, contract administration or related work as a union or management representative, mediator, hearing officer or examiner, arbitrator or educator in the above areas,

OR

A Master’s degree in labor relations, personnel management, or closely allied field. 

Two years as a Labor Relations Adjudicator or additional qualifying experience will substitute, year for year, for education.

New class: adopted August 16, 2007, effective August 17, 2007.
Salary Adjustment and revised distinguishing characteristics: adopted June 30, 2017, effective July 1, 2017; previously range 75.
Revised definition, distinguishing characteristics, salary adjustment adopted 5/17/2018, effective 5/18/2018.
Revised typical work, knowledge and abilities, and desirable qualifications on 5/18/2018.
Base range salary adjustment (from 76 to 78): adopted 2/8/2024, effective 2/9/2024.

Revised Legal Requirements; effective June 6, 2024, due to adopted legislative action.