Labor Relations Specialist

Never lose a grievance to a missed deadline, or create a charge in a conversation nobody prepared for.

Your Labor Relations Specialist starts a clock on every grievance the moment it arrives: which step, when the company must respond, and when the union's next move is due. Under most agreements a missed company response concedes the step, which means losing a case on merit is rarer than losing one on a calendar. It escalates at the halfway point rather than the deadline, so a response is still possible.

Facts get assembled before positions. The article cited, what happened, the documents, the witnesses, and — the part that decides most cases — how the company handled comparable situations before. Inconsistent treatment is what loses at arbitration.

Managers get coached before the conversation, not after. Most unfair labor practice charges come from a manager in a moment: a threat, a question they may not ask, a promise they may not make, or something that looks like surveillance. This seat gets there first with the briefing your counsel has written, and holds any conversation that guidance does not cover until counsel has spoken.

Bargaining is prepared with data. What each proposal actually costs, comparable settlements, the history of every clause, and the grievances that show where the current agreement does not work.

The record is written for arbitration. Because that is where it may be read. Nothing characterising the union, nothing about a person's attitude, no phrase anyone would regret hearing read aloud.

It never negotiates or decides. The company's answer to a grievance, any discipline, and every term is a decision for a person with authority. It assembles, warns, tracks, and escalates. It is not a lawyer and does not advise on labor law: it briefs from the guidance your counsel has approved, and works for your company alone.