Weekend Field Specialist

Department: |Office of Collective Bargaining- STT|
Under the general supervision of a Deputy Commissioner, HR Director/Manager or designee, this is highly responsible technical and administrative work in administering the Labor Laws of the Virgin Islands. An employee in this class resolves labor management disputes, resolves charges of employment discrimination, and determines compliance with statutory provisions with respect to wages, hours and working conditions. Work is performed in accordance with established Federal/State Labor regulations. Investigates charges of Unfair Labor Practiced, Unit Clarifications, Discrimination, or payroll discrepancies to determine compliance with laws, rules and regulations. Responds to inquiries and interviews claimants and/or refers claimants to Compliance Officers to determine if any relief or statute may apply.
Provides training, makes presentations, and meets with groups (re: appropriate specialties) in both public and private agencies to discuss, educate and/or settle differences (violations).
Collaborates with internal and external stakeholders to address and/or respond to complaints, grievances, and alleged violations of company policies, rules, and standards of conduct and ethics.
Advises leadership on labor and employee relations matters including grievance and arbitration procedures, performance issues, and disciplinary actions.
Bachelors Degree from an accredited college or university in labor relations, human resources management and three (3) years of experience in labor relations or a related field.
High School Diploma or its equivalent from an accredited institution and seven (7) years of work experience in labor relations, human resources management, or a related field.

Knowledge of' the functions, objections, policies and procedures of the Labor Relations Division.
Knowledge of techniques and procedures of investigation, conciliation and enforcement of the V.Knowledge and variances between federal and local labor laws of the National Labor Act.
Knowledge and variances between federal and local labor laws of Title VII Civil Rights Act of 1964, as amended.
Knowledge and variances between federal and local labor laws of the Virgin Islands Fair Labor Standards and the U.Skill in computer operating applications.
Ability to communicate effectively orally and in writing.
FACTOR 2- SUPERVISORY CONTROLS
Work is performed independently and reviewed by the supervisor through discussions, meetings, and reports to ensure objectives are met and compliance to local laws, policies, regulations, and unionized contracts.
Guidelines include the VI Code, federal and local labor laws and regulations, applicable ratified and fully executed union contracts, departmental rules, regulations, policies and procedures, manuals, directives, and Executive Orders.
Work involves planning and executing sequential projects while considering contingencies and alternatives; The purpose of work is to facilitate continuous training for all levels of management to interpret rules and regulations, policies and procedures, and administer labor contracts. Contacts are internal and external stakeholders, supervisors, departmental employees, administrative officials, and union representatives.
Some fieldwork for off-site training and meetings is required.
Work is performed in an office setting. Please contact the Group Health Insurance Office of the Division of Personnel in St. Medical and Dental Coverage
The Virgin Islands government offers to full-time employees and their eligible dependents, a group health and dental insurance plan.


Full-time employees must enroll within thirty-one (31) days of hire unless they can provide proof of medical coverage from another source. Dependents of eligible employees may participate in the Group Health and Dental Insurance Program according to the terms and conditions imposed by the Health Insurance Board of Trustees and/or the carrier. Legal spouse;
# Natural children;
# Adopted children; Step children.


Legal papers of appointment.

An employee may opt to decline coverage, or discontinue coverage under the Group Health and Dental Insurance Plan at any time. An employee who waives coverage upon employment, or who drops out of the program must provide proof of medical coverage and will be subject to the eligibility requirements imposed by the carrier in order to re-enroll in the program. After separation, an employee or dependent may be eligible to convert their group policy to an individual policy within 30 days, depending on the insurance carrier. If an employee would like to convert their policy to an individual policy a notice of conversion must be sent to the insurance carrier. Consolidated Omnibus Budget Reconciliation (COBRA) coverage is not available in the Virgin Islands after loss of coverage.


Dental Insurance
As a condition of participation, all employees must enroll in medical coverage to qualify for Dental Insurance.


Retirement Benefits
Retired employees and their dependents are eligible to continue to participate in the Group Health and Dental Insurance Program. In order for the benefit to be effective, an enrollment form must be forwarded to the Group Insurance Office at the Division. Insurance enrollment forms and booklets explaining in detail the plan of benefits, as well as claim forms and a schedule of costs may be obtained from the Group Health Insurance Office.


Upon retirement life insurance benefits may be reduced.


Upon death the designated beneficiary will be eligible to receive the life insurance proceeds of the insurance participant, the Division must be notified of the death in order to initiate the claim process. Life insurance benefits are payable by the contracted insurance company and a subject to the limitations established by the insurance company.
The GVI has several supplemental insurance plans that provide for coverage over and above the regular medical, dental and life insurance coverage.


A list of the current supplemental insurance plans is available through the Group Health Insurance Office. An employee who does not wish to enroll in medical coverage is eligible to enroll in supplemental insurance.
Moving and Relocation Allowance
It is the policy of the GVI to provide a reasonable relocation allowance inclusive of airfare, to eligible employees, based on their employment contract, to help defray the costs associated with relocation from outside the Virgin Islands to accept employment with the GVI. This allowance is made in lieu of any and all claims for reimbursement of relocation and moving expenses.


This policy applies to new employees recruited from off-island and who are approved by the Department Head to receive the benefit of a relocation allowance for moving and relocation expenses.
Employee Assistance Program (EAP)
The GVI will provide confidential and voluntary assistance through its Employee Assistance Program (EAP) to all employees and their family members who may be faced with dynamic challenges of financial concerns, legal issues, alcohol or drug problems, marital problems, illness of a family member, emotional worries, child care problems, etc. Employees and their family members can refer themselves to the EAP. The program may be reached 24 hours a day on weekdays and weekends.


EAP counselors are available to meet with employees or family members to assess a problem and develop a plan for resolution. The counselors may suggest a referral to an outside resource, such as a therapist, Departmental resource, physician, treatment facility or other professional that would be appropriate to assist in resolving the problem or situation. Where an employee may be in need of information, a referral or suggestion may be made over the telephone. There is no charge for employees or their families to use the services of the EAP.


Participation in the EAP Program does not jeopardize job security or promotional opportunities. However, it does not excuse the employee from following GVI policies and procedures or meeting required standards for satisfactory job performance except where specific accommodations are required by law.


Employees who want to visit the EAP during regular work hours must use sick, vacation or personal time after their first meeting. Mandatory EAP meetings will be completed using administrative leave.


The EAP counselors will make every effort to coordinate referral for ongoing treatment with the employee's health insurance coverage as well as his/her ability to pay.


Mandatory EAP
When an employee's job performance or attendance is unsatisfactory or there appears to be signs of other problems during the work day, the supervisor should counsel the employee in consultation with the human resources officer or designee. If the employee appears to be unable or unwilling to correct the situation, the employee may be referred to the EAP to assist in the resolution of the problem. Depending on the situation, the employee may accept or refuse participation in the EAP. However, there may be situations where continued employment with the GVI may be contingent upon the employee calling the EAP for assistance.


All contact between an employee and the EAP is held strictly confidential. In cases where an employee's continued employment is contingent upon calling the EAP, the EAP counselor will only verify whether or not the employee has contacted the EAP, if ongoing treatment is necessary, and that the employee is following through on the treatment.
Government Employees Retirement System (GERS)
All full-time employees on regular appointments are eligible to participate in the Government Employees Retirement System.


The appropriate enrollment application forms should be completed at the time of orientation and will remain on file in the Departmental Human Resources Office. Contribution will begin on the next available payroll period following enrollment in the retirement program.


Members become vested in the retirement system after ten (10) years of credited service.


The Virgin Islands Government Employees Retirement System is a defined benefit retirement program to which both the GVI and the employee contribute. The benefit at time of retirement is based upon the employee's age, years of service and salary history.


Retirement Age
Retirement Benefits
Vested participants should contact GERS for detailed retirement benefit information at least one year but no later than six months prior to the retirement date.


Qualified members may receive military service credit toward retirement. Do you have a Bachelor's Degree from an accredited college or university in labor relations, human resources management?
Do you have three (3) years of experience in labor relations or a related field?
Do you have seven (7) years of work experience in labor relations, human resources management, or a related field?
High School Diploma, High School Transcript, College Degree, College Transcripts, Evaluation of International Credentials (Only education from an accredited school will be accepted), DD214, Certifications, Specialized Licenses, Proof of Citizenship (Birth Certificate, U.Passport, or Naturalization Certificate), Valid ID, or Resume.
Attaching a resume does not supersede any of these requirements. Your responses pertaining to specific work experience must be clearly shown in the area for work history on your application.