Summary Report for:
13-1075.00 - Labor Relations Specialists
Resolve disputes between workers and managers, negotiate collective bargaining agreements, or coordinate grievance procedures to handle employee complaints.
This title represents an occupation for which data collection is currently underway.
- Advise management on matters related to the administration of contracts or employee discipline or grievance procedures.
- Call or meet with union, company, government, or other interested parties to discuss labor relations matters, such as contract negotiations or grievances.
- Draft contract proposals or counter-proposals for collective bargaining or other labor negotiations.
- Draft rules or regulations to govern collective bargaining activities in collaboration with company, government, or employee representatives.
- Identify alternatives to proposals of unions, employees, companies, or government agencies.
- Interpret contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes.
- Investigate and evaluate union complaints or arguments to determine viability.
- Mediate discussions between employer and employee representatives in attempt to reconcile differences.
- Monitor company or workforce adherence to labor agreements.
- Negotiate collective bargaining agreements.
- Prepare and submit required governmental reports or forms related to labor relations matters, such as equal employment opportunity (EEO) forms, new hire forms, or minority compensation reports.
- Prepare reports or presentations to communicate employee satisfaction or related data to management.
- Present the position of the company or of labor during arbitration or other labor negotiations.
- Propose resolutions for collective bargaining or other labor or contract negotiations.
- Recommend collective bargaining strategies, goals, or objectives.
- Review and approve employee disciplinary actions, such as written reprimands, suspensions, or terminations.
- Review employer practices or employee data to ensure compliance with contracts on matters such as wages, hours, or conditions of employment.
- Schedule or coordinate the details of grievance hearings or other meetings.
- Write letters related to labor relations activities, such as letters to amend collective bargaining agreements, letters of dispute or conciliation, or letters to seek clarification of contract terms.
- Assess risk levels associated with collective bargaining strategies.
- Assess the impact of union proposals on company or government operations.
- Develop employee health and safety policies.
- Develop methods to monitor employee satisfaction with policies or working conditions, including grievance or complaint procedures.
- Prepare evidence for disciplinary hearings, including preparing witnesses to testify.
- Provide expert testimony in legal proceedings related to labor relations or labor contracts.
- Research case law or outcomes of previous case hearings.
- Select mediators or arbitrators for labor disputes or contract negotiations.
- Train managers or supervisors on topics related to labor relations, such as working conditions, safety, or equal opportunity practices.
Tools & Technology
Tools used in this occupation:
- Inkjet printers — Office inkjet printers
- Laser fax machine — Laser facsimile machines
- Notebook computers — Laptop computers
- Personal computers
- Photocopiers — Digital copiers
- Pocket calculator — Handheld calculators
- Scanners — Image scanners
Technology used in this occupation:
- Electronic mail software — Microsoft Outlook
- Human resources software — Internet Grievance System IGS; LaborSoft LaborForce Arbitration/Appeals Manager module; LaborSoft LaborForce Reporting/Dashboard Manager module; Micropact entellitrak Labor Relations Edition (see all 9 examples)
- Office suite software — Microsoft Office software
- Presentation software — Microsoft PowerPoint
- Spreadsheet software — Microsoft Excel
- Word processing software — Microsoft Word
Detailed Work Activities
- Collect evidence for legal proceedings.
- Evaluate personnel practices to ensure adherence to regulations.
- Testify at legal or legislative proceedings.
- Prepare regulatory or compliance documentation.
- Update knowledge of legal or regulatory environments.
- Negotiate agreements to resolve disputes.
- Organize special events.
- Assess risks to business operations.
- Establish organizational guidelines or policies.
- Establish business management methods.
- Arrange collective bargaining agreements.
- Advise others on human resources topics.
- Measure effectiveness of business strategies or practices.
- Present business-related information to audiences.
- Train personnel on managerial topics.
Interest code: ECS
- Enterprising — Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
- Conventional — Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
- Social — Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
- Achievement — Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.
- Relationships — Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
- Support — Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.
Wages & Employment Trends
|Median wages (2014)||$27.38 hourly, $56,950 annual|
|Employment (2012)||78,000 employees|
|Projected growth (2012-2022)||Little or no change (-2% to 2%)|
|Projected job openings (2012-2022)||14,200|
|Top industries (2012)|
Source: Bureau of Labor Statistics 2014 wage data and 2012-2022 employment projections . "Projected growth" represents the estimated change in total employment over the projections period (2012-2022). "Projected job openings" represent openings due to growth and replacement.
Job Openings on the Web
Sources of Additional Information
Disclaimer: Sources are listed to provide additional information on related jobs, specialties, and/or industries. Links to non-DOL Internet sites are provided for your convenience and do not constitute an endorsement.
- Human Resources Specialists and Labor Relations Specialists . Bureau of Labor Statistics, U.S. Department of Labor. Occupational Outlook Handbook, 2014-15 Edition.