Employee Relations
Applying knowledge of labor legislation, regulations, and employee relations practices to the management of the formal, legal employment relationship between the organization and its employees.
Level 1 Introductory: Demonstrates introductory understanding and ability and, with guidance, applies the competency in a few, simple situations. Can direct people to the appropriate source for further information.
BEHAVIORS
- Develops a basic knowledge of industry best practices, legislation and organizational policies and practices related to employee relations.
- Responds to straightforward and general questions regarding straightforward collective agreements and policy.
- Demonstrates a working knowledge of collective agreement interpretation, employee contracts, past precedents, and principles of performance management and discipline.
- Manages the grievance/complaint file administration process.
QUESTIONS
- Describe a recent example of a time when you answered an employee’s question about an employee relations policy or procedure.
Probing Questions
* What was the question?
* How did you respond?
* What was the employee’s reaction?
* What research did you do to be able to respond?
* Did you resolve the issue?
- Describe when you had to explain the grievance or employee complaint resolution process within your organization.
Probing Questions
* What was your role in the process?
* Describe the bargaining agent's (union's) role?
* What is the conflict resolution process in the organization?
* What is the alternative conflict resolution process in the organization?
* How did you present the information?
Level 2 Basic: Demonstrates basic knowledge and ability and, with guidance, can apply the competency in common situations that present limited difficulties.
BEHAVIORS
- Provides advice and routine interpretations of employee relations policies, collective agreements, employment contracts, employer and employee rights, and relevant legislation.
- Provides guidance to managers on appropriate strategies to address employee conflict and poor performance.
- Acts as the employer’s representative in the complaint/grievance process.
- Manages the initial and intermediate stages of the employee complaint/grievance process.
- Identifies legal precedent and best practices in support of employee relations matters.
- Identifies the application of employee relations regulations and legislation to their particular organization.
QUESTIONS
- Describe a time when you researched an employee relations issue.
Probing Questions
* Who was seeking clarification?
* Where did you get the information?
* What interpretations did you provide?
* How do you come to that interpretation?
* What did they do with the information provided?
- Describe a time when you had to provide employee relations guidance to a manager.
Probing Questions
* What was the situation?
* What advice did you give?
* What did you do to prepare for the discussion?
* What did you learn from this situation?
Level 3 Intermediate: Demonstrates solid knowledge and ability, and can apply the competency, with minimal or no guidance, in the full range of typical situations. Would require guidance to handle novel or more complex situations.
BEHAVIORS
- Advises on employment rights and responsibilities, interpretations of relevant policies, contracts, and legislation in complex or novel situations.
- Manages complex policy grievances or group complaints.
- Takes an active role in managing and mediating disagreements and conflicts.
- Manages relationships with employee representatives.
- Participates in the bargaining team through all phases of the collective bargaining process.
- Conducts research in support of collective bargaining or employee contracts.
- Supports legal counsel with third-party dispute resolution processes including civil suits.
- Assists with the preparation of bargaining proposals.
QUESTIONS
- Describe a situation where you were faced with complex employee relations matters.
Probing Questions
* What was the issue?
* What were the possible implications? Who was involved?
* How did you interpret the policies/legislation to resolve the issue?
* What were your sources of information?
* What was the outcome?
- Describe a situation when you had to tackle a common complaint raised by an employee or union.
Probing Questions
* What was the nature of the concern?
* What impact did it have on the organization's operations?
* How did you resolve the issue?
* How would you describe the outcome in relation to the employee (union) and the organization?
* What actions were taken to ensure this complaint was not raised in the future?
Level 4 Advanced: Demonstrates advanced knowledge and ability and can apply the competency in new or complex situations. Guides other professionals.
BEHAVIORS
- Demonstrates in-depth knowledge of collective bargaining legislation and practices.
- Develops employee relations policies and/or procedures to meet organizational goals (e.g. respectful workplace policy, complaint procedures, employee discipline).
- Maintains currency with changes in legislation, regulations and other developments in employee relations practices
- Recommends collective bargaining strategies.
- Manages the organization’s response to legal and illegal job actions.
- Drafts language in support of collective bargaining and/or employee policies and contracts.
- Ensures effective employee conditioning to increase operational flexibility and employee satisfaction.
QUESTIONS
- Tell me/us about a time when you developed a set of employee relations policies and procedures aimed at supporting a strategic business need.
Probing Questions
* What was the change to the business?
* How was it supported by HR?
* What did you develop/change?
* How did you gather support to have the changes approved?
* What was the outcome?
- Using particular examples from your experience, describe how the employee relations function can strengthen or even foster a harmonious work environment.
Probing Questions
* What was the organizational challenge?
* What strategies did you recommend?
* How did you determine that the recommended strategies addressed the organization’s needs?
* How did you engage the stakeholders?
* What did you take away from this situation to help your own development?
Level 5 Expert: Demonstrates expert knowledge and ability, and can apply the competency in the most complex situations. Develops new approaches, methods or policies in the area. Is recognized as an expert, internally and/or externally.
BEHAVIORS
- Advises on the strategic direction of employee relations policy and practice.
- Makes changes to organizational policies and procedures, as required.
- Determines strategy for the organization’s interactions and approach to working with employee groups and unions.
- Acts as Chief Negotiator for collective bargaining or contract renewals.
- Ensures business goals are addressed through HR practices and required operational flexibility gained.
- Serves as the organization’s expert resource in all operational areas of employee relations.
QUESTIONS
- Describe a time when you led or were part of a bargaining team.
Probing Questions
* What was your role?
* How did you or the team identify what issues should be on the table?
* What did you do to facilitate the bargaining team’s effectiveness?
* What was the outcome of negotiations?
* Did the result support the organization's strategic direction?
- Describe an organ