Employee Relations Coordinator

Description:

Job Summary:

This position will serve as Employee Relations Coordinator. The incumbent advises employees and departments regarding FMLA rules and regulations under the University’s policy (PS-12) as well as under federal law. The incumbent process all requests for FMLA. The incumbent assists the Associate Director on various related matters as required; however, the incumbent must be able to operate independently of direct supervision in some situations. Works closely with other HR staff, other campus officials, and outside agencies in investigating and addressing concerns. The incumbent is also responsible for data analysis, implementation of assignments and recommendations in all areas as indicated below.

Job Responsibilities:

50%:

• Family and Medical Leave Act (FMLA)

Advises employees and departments regarding FMLA rules and regulations under the University’s policy (PS-12) as well as under federal law. Conducts periodic training sessions regarding FMLA rules and regulations

• Responsible for determining whether an employee meets the eligibility requirements under FMLA and responsible for determining whether or not the medical condition is a qualifying FMLA event.Works with the Time & Absence section of HRM to track FMLA leave for the entire campus using Workday. Responsible for notifying the employee, the HR Contact, and the appropriate departmental supervisor (through Workday) of an employee’s approved or unapproved FMLA leave. (Mails responses to employee homes for those employees not able to access computers.) Maintains confidential medical documentation submitted by employees as required by federal law and/or as requested by an employee.

• Serves as a liaison between employees and departments when handling sensitive, confidential medical information. Monitors employees’ leave usage and departmental practices to ensure that the University is in compliance with FMLA.

20%:

• Discipline and Grievances

Assists with investigations and conducts interviews with employees as needed.
Assists in investigating unresolved testimony and evidence including conducting interviews with witnesses and creating and maintaining records. Advises employees and supervisors regarding University policy and procedure as well as Civil Service rules and regulations especially Chapter 12 of the Civil Service Rules and the University’s policy on discipline (PS-80). Advises classified employees regarding their appeal rights as requested in accordance with Chapter 13 of the Civil Service Rules.

• Assists in composing disciplinary letters in compliance with Civil Service Rules and federal and state law. Researches discipline cases to support disciplinary actions including review of testimony and evidence, as well as University policy and Civil Service Rules.

Testifies when necessary when cases are appealed to Civil Service. Responsible for analyzing employees’ leave usage as requested by departments and making recommendations to the Associate Director of Employee Relations to place the employee(s) on leave sanctions and/or take disciplinary action if abuse of leave privileges

20%:

• Drug Testing

Manages the University’s drug testing program. Maintains an updated record of employees who are subject to random drug testing under the University’s drug and alcohol policy (PS-67). Maintains computer files to electronically select random employees for testing. Coordinates testing with the supervisors, employees, and testing lab. Maintains records of employees actually tested and the costs associated with testing. Manages the contract with the testing lab

10%:

• Workers’ Compensation Cases

Coordinates the management of worker’s compensation cases with the LSU Office of Risk Management (ORM) once an employee is absent due to work related illness or injury for seven days or more. Ensures the employee has been sent a FMLA packet and works directly with ORM and the vocational rehabilitation counselors to determine the progress of each case. Attends all meetings and meditation conferences scheduled by the State ORM to address specific workers’ compensation cases. Coordinates the return of the injured employee to the workplace, including reasonable accommodations as necessary.

• Pre-Employment Background Check Adjudication

Works with Talent Acquisition to adjudicate background checks that need additional review by Employee Relations.

• Other Duties as Assigned
• Assists the Associate Director and Executive Director of Employee Relations with special projects as needed such as scanning inactive employee relations and FMLA files.
• Serves as backup for other Employee Relations Consultants and/or Coordinators