Description:

Reports to: Deputy General Counsel of Labor and Employment

Primary Functions and Responsibilities

Advise Hospital Human Resources professionals on a variety of employment matters, and labor matters, including disciplinary matters, and compliance with state and federal law.
Prepare written grievances, ULP and EEOC responses.
Prepare ULPs, Grievance arbitration hearings, including witness preparation, affidavit preparation, case presentation, and the preparation of post hearing briefs and other written products.
Conducts highly confidential investigations involving associate concerns or grievances. Drafts disciplinary charges resulting from investigations; prepares related correspondence and draft investigation report.
Serve as First Chair at the bargaining table, for union negotiations.
Prepare and provides training in legal compliance with California and Federal employment laws, including by not limited to FLMA, USERRA, DFHA, harassment, retaliation, disability law NLRA, leave management, and various labor related matters.
Maintains a record of all pending grievances, ULPs, employment litigation and EEOC and DFEH complaints and any other administrative complaints.
Prepare and review termination/separation documents for System and VBS terminated or laid off employees.
Works with Legal Assistant to ensure that a record of all expenses related to collective bargaining negotiations, grievances, arbitrations and other administrative complaints is kept current.
Performs other duties and responsibilities as assigned.

Requirements:

Graduate of an accredited law school with a Juris Doctor degree and a member in good standing of the State Bar.
Labor and Employment Counsel experience in the State of California required.
Minimum of five (5) years' legal work experience either with a law firm or in-house legal department involving the performance of labor employment services for hospitals or health systems required.
Labor negotiations experience required.
Preferred experience responding to labor and administrative hearings, and in employment litigation.
Communicate effectively (in written and oral form)
Ability to prioritize various demands/assignments.
Availability to travel as required.

The compensation of the successful applicant will be determined at the time of offer. In determining the compensation offered to an applicant, the Hiring Manager considers many factors including but not limited to, the candidate's relevant work experience, education, certifications and licensure, internal peer equity, local market, as well as organizational considerations.