The purpose of the handbook is:
- To provide a basis for training all supervisors and managers in the basics of Employee & Labor Relations
- To provide uniform Employee & Labor Relations references, examples, and procedures and,
- To provide an easy-to-use reference to serve as a first point of information whenever a supervisor or manager is faced with an Employee Relations or Labor Relations issue.
The handbook was designed to provide the user with a maximum amount of information in an easy-to-use format. Each major topic (e.g., “probationary employees,” “leaves of absence,” “Skelly Process,” etc.) is discussed first in an introductory paragraph, followed by answers to the most commonly asked questions regarding that topic.
This handbook is a source of information, but it should not solely be relied upon. Each Employee & Labor Relations issue you face will have unique circumstances. You are encouraged to discuss such issues with your manager and your Employee & Labor Relations representative.
The role of Human Resources:
Department heads and department managers are expected to work collaboratively with the centralized Human Resources Department on all matters which impact the hiring, employee management and working conditions of employees. Per the County Ordinance Code (2.70.010) the “Director of Human Resources shall be responsible for services and activities related to personnel, including recruitment, selection, classification, and the amount of compensation of County employees, labor relations and employee benefits administration, organizational development and training; risk management; safety; insurance; and/or such services as may be assigned by the County Manager, including Office of Shared Services.”
The intent of this requirement is to provide consistency across County departments. Changes which appear desirable in one department could have an undesirable effect in other departments. Therefore, Countywide consideration must be evaluated and coordinated by the Human Resources Department. Additionally, since the Human Resources Department is responsible for negotiating the Memoranda of Understanding for the County, all questions, interpretations or desired changes related to these agreements must be coordinated through the Human Resources Department.