BRIAN JAY SKORNICK

Led, as the subject matter expert, all employee and labor relations matters for nearly 20 healthcare clinics with over 600 employees.

• Either directly conducted or directed over 80 investigations of claims harassment, discrimination, bullying, and inappropriate workplace behavior. Confirming proper application of company values, policies, and governmental regulations
• Mentored 50 clinic managers on writing and presenting 60 corrective action notices. Ensuring corrective actions were administered to improve performance and adherence to instructions.
• Primary liaison to 1199SEUI for contract negotiations, notices of workplace issues, changes, employee discipline, and terminations. Safeguarding positive relations and communications and workplace harmony
• Served as hearing officer for over a dozen grievance hearings. Wrote hearing summaries and decisions within a 5-day timeline. Primary company representative at labor arbitration hearings.
• Organized and directed monthly labor management meetings with 20 participants. Created agendas, ran meetings, certifying all topics were addressed within the 1-hour time limit.
• Promulgated 8 workplace policies and standard operating procedures dealing with investigations, progressive discipline, corrective action follow up, and employee relations meetings.
• Provided monthly and ad hoc reports to executives regarding on-going investigations, employee relations recommendations, and attendance statistics. Ensuring that management was well informed on the status of employee and labor relations matters, so they could make informed strategic decisions affecting the organization.
• Collaborated with management to develop strategies for addressing employee concerns, resulting in a more positive work environment.

Work in close partnership with 20 Vice Presidents and Program Directors to create positive change and proactively mitigate and resolve employment issues.

• Conducted and documented Investigations, into complaints of harassment, discrimination, employee grievances, and other sensitive issues and prepared position statements for EEOC. Led disciplinary meetings, and terminations for over 100 cases. Wrote Corrective Action Notices and Performance Improvement Plans.
• Provided advice and coaching to management on situations that involve employee relations to address workplace conflicts proactively and limit risk and legal liability to the organization. Managed complex employee relations issues to promote a healthy workplace culture. Educated managers on the proper handling of workplace conflict resolution
• Led recruitment and onboarding efforts for in-demand, specialized positions in social services and management. Reviewed and assessed vacancies in business areas, to develop strategies for efficient and effective workforce planning
• Collaborated with managers to develop high-quality job descriptions and recruitment strategies to accomplish the goal of filling all vacant positions within 30-60 days of posting
• Trained managers on internal HR policies and procedures, including but not limited to performance management, compliance, time & attendance, and other key aspects of staff management
• Fostered strong relationships with external partners such as universities and employment agencies for enhanced networking opportunities.

Directed the employee and labor relations programs for one of the largest private social service agencies in New York City.

• Primary contact in the organization for the three unions that represent 2/3 of JASA staff. Liaison for JASA to the three unions representing JASA employees: DC37, 1199, and UAW 2320; promptly provided requested employee information and statistics to the unions. Interacted with union representatives and strengthened labor-management relationships by effectively addressing grievances and resolving disputes.
• Point person for all employee relations and disciplinary actions within the organization. Provided labor and employment laws expertise to help employers make more effective decisions. Principal in all contract negotiations, employer representative in grievance and arbitration hearings. Responded to inquiries for detailed explanations and interpretations of contract language, company policy, and municipal, state, and federal labor regulations from employees, supervisors, and managers, providing clear and concise answers and avoiding possible grievances and legal claims
• Coached and mentored over 100 Directors, Managers, and Supervisors in progressive discipline process by providing outstanding communication and attention on an individual basis, resulting in over 400 employee discipline cases through the complete discipline process, including terminations
• Investigated employee misconduct and claims of discrimination and harassment through thoroughly interviewing witnesses, gathering evidence, and compiling reports based on complaints and claims of harassment
• Integral member of the 3-member management negotiating team in 4 contract negotiations with different unions, leading to mutually beneficial agreements between employers and union representatives. Providing background information and professional insights. Successfully reached agreements with all unions, including the initial collective bargaining agreement with the JASA’s attorneys for elder justice
• Intermediary and moderator for interpersonal employee conflicts when requested by department directors. Personally worked attentively with staff to find common ground and resort office amity.
• Acting Director of Human Resources for six months during a placement search

Co-Managed Labor and Employee Relations for the fifth largest library system in the nation, with over 1300 employees in 60 locations throughout Brooklyn.

• Instituted an automated timekeeping system to replace antiquated, paper-based systems and trained all employees in under six months to ensure proper payroll and time records converted smoothly
• Investigated misconduct, harassment, discrimination, and insubordination cases. Gathered evidence and witness statements that led to corrective actions and statement of charges for violation of policy and procedures. Guaranteed equitable treatment to all employees.
• Accurately calculated and processed general wage increase for 1,000 unionized employees after negotiations of a new collective bargaining agreement retroactive for 3 years by carefully reviewing past pay history.
• Periodically reviewed HRIS data to identified staff members for salary increases based on years of service; calculated retroactive pay back to effective date of increase. Ensured all increases and back pay was processed in a timely manner.
• Analyze HRIS records to identify employee time & leave abuse in compliance with the union contract. Imposed progressive discipline to those who violated the collective bargaining agreement.
• Developed and presented training module to over 150 supervisors on the theory and practice of progressive discipline, corrective action, labor policies and performance management leading to more effective employee management.