Rachael Jones-Lindsay

• Conduct impartial investigations into complaints filed by Faculty, Students and Staff that allege violations of the San Francisco State University's Title IX Non-Discrimination Policy.
• Monitor ongoing cases closely and adjust case management strategies as needed based on evolving circumstances or new information. The goal is to achieve positive client outcomes by developing and implementing comprehensive case management plans.
• Maintain accurate documentation on all cases and implement confidentiality requirements during investigations to ensure compliance with the University's Title IX Non-Discrimination policy, as well as, Federal, State and Local regulations to minimize the risk for litigation or procedural errors.
• Compile and review critical evidence by meticulously analyzing university records and other external documents related to investigations.
• Conduct interviews with witnesses and clients and memorialize the interviews by carefully documenting statements, observations, and evidentiary materials submitted by the parties.

• Documented Claimant damage by inspecting and photographing home and vehicle property damage on behalf of insurance companies.
• Prepared and transmitted reports detailing findings of inspections and investigations based upon the contracted insurance company's requirements.

• Worked collaboratively on several projects simultaneously, addressing complex issues and needs of multiple stakeholders.
• Read and extracted key provisions from land agreements and legal documents.
• Delivered expert legal and technical writing and editing with emphasis on impact analysis.
• Assisted project development with site information.
• Maintained positive customer relations by addressing problems head-on and implementing successful corrective actions.
• Defined clear targets and objectives and communicated to other team members.
• Used industry expertise, customer service skills and analytical nature to resolve customer concerns and promote loyalty.
• Successfully managed budgets and allocated resources to maximize productivity and profitability.
• Assisted in organizing and overseeing assignments to drive operational excellence.

• Sorted and organized files, spreadsheets, and reports for analysis of business operations.
• Completed research, compiled data, updated spreadsheets, and produced timely reports to develop snapshot of organization's past and current operations legal compliance with state and federal regulations.
• Convened workgroup to analyze operational problems and worked with the team to develop solutions.
• Interacted with customers by phone, email, or in-person to provide information and gather service performance feedback.
• Resolved labor and employee related matters pertaining to leaves of absences and compliance with wage and hour laws, and Worker's Compensation. Developed recommendations and implemented resolutions.
• Partnered with management to resolve labor relations matters resulting in grievance and arbitration disputes that arise from allegations of violations of employment contracts. Advised managers and supervisors through employee relations grievance and arbitration processes affecting their staff and operations.
• Conducted workplace investigations alleging workplace misconduct including sexual harassment, discrimination, and health and safety.
• Advise managers and supervisors on organizational policies regarding equal employment opportunity and sexual harassment prevention and investigations and recommend any needed changes to realign the organization's culture and requirements.

• Performed notarial acts related to Real Estate (1st and 2nd Mortgages and HELOCs), Wills, Trusts, and Power of Attorneys, Intellectual Property Employee Agreements, et al.

• Conducted workplace investigations alleging workplace misconduct including sexual harassment, discrimination, and health and safety.
• Resolved labor and employee related matters pertaining to leaves of absences and compliance with wage and hour laws, and Worker's Compensation. Includes collaborating with Benefits and Compensation team on leave related investigations and compliance matters developing recommendations and implementing resolutions for represented and non-represented employee populations.
• Partnered with union business agents to resolve labor relations matters resulting in grievance and arbitration disputes that arise from allegations of violations of current and expired collective bargaining agreements.
• Engaged in collective bargaining with NLRB recognized unions to negotiate initial and successor agreements that will govern the bargaining units terms and conditions of employment, which includes analyzing and responding to data requests; authoring and revising contract language; meeting with management to develop and revise collective bargaining parameters; and educating senior leadership and management personnel on implementation on relevant labor agreements.
• Advised department managers and supervisors on employee relations grievance and arbitration issues for union and non-union facilities and divisions.
• Advised managers and supervisors on organizational policies regarding equal employment opportunity and sexual harassment prevention and investigations and recommended any needed changes to realign department with organization's culture and requirements.

• Conducted workplace investigations alleging workplace misconduct including sexual harassment, discrimination, and health and safety.
• Resolved labor and employee related matters pertaining to leaves of absences and compliance with wage and hour laws, and Worker's Compensation. Includes collaborating with Benefits and Compensation team on leave related investigations and compliance matters developing recommendations and implementing resolutions for represented and non-represented employee populations.
• Partnered with management to resolve labor relations matters resulting in grievance and arbitration disputes that arise from allegations of violations of current and expired employment agreements.
• Advised department managers and supervisors on employee relations grievance and arbitration issues for union and non-union facilities and divisions.
• Advised managers and supervisors on organizational policies regarding equal employment opportunity and sexual harassment prevention and investigations and recommended any needed changes to realign department with organization's culture and requirements.

Learning and Development Training Seminar:

Ventura County Community College District

Diversity and EEO Training for Selection and Screening Committee Members

Problem: Ventura Community College District (VCCCD) consistently received complaints from applicants and selection committee members that applicants were subjected to unconscious bias during the interview and selection process, which affected the District's ability to build, grow and sustain its diversity and inclusion initiatives as adopted by the Board of Directors to initiate better outcomes for a diverse workforce.

Scope: Provide tools and resources targeted specifically for faculty and staff participants assigned to serve on selection and interview panels that would support the diversity and inclusion commitments of the District. The training explored how unconscious bias may be influencing the evaluation and selection of candidates in the District, which are negatively impacting the District's goals of a more diverse workforce.

Learning Objectives Included:

• Providing tools and resources to build awareness about Diversity
• Managing the positive and negative affects of diversity for the organization
• Understanding what diversity is and is not.
• Understanding how participants process diversity and/or differences
• Exploring Cultural Competencies in Diversity
• Identifying types of biases and their use during the interview process
• Evaluating how bias affects Interview/Selection Committee Participant Members (Rater Tendencies)
• Identifying how barriers affect candidates during the interview process
• Discussing roles and responsibilities of Interview/Selection Committee Members in the recruitment process: Best Practices, Recommendations in forming Interview/Selection Committees; Best Interview Practices; and Accountability (Individuals/Teams)

Provided comprehensive advice and human resources support through the grievance process and guidance in preparation for the subsequent Fact-finding hearing for the affected Administrative Employee and their Representative. Duties requested were to draft Information Requests to the employer, review responses of Employer inquiries, Data Tracking and Organization, and prepare exhibits for the formal hearing.

New supervisor with less than six-months experience working with Collective Bargaining Employees in new Division requested assistance with compiling employee data, organizing and reviewing individual and team achievements for each employee represented and preparing performance reviews prior to the annual deadline that was due to contractually expire within 30 days of appointment. Duties included identifying risks and recommending corrective action as needed.

WORKFORCE PLANNING, TRAINING & OGANIZATIONAL DEVELOPMENT:

• Managed and implemented talent management programs for system-wide implementation in coordination with local human resources management teams at all eleven campuses system-wide regarding legal and regulatory compliance matters associated with Recruitment, Performance Management, Training and Development, Workforce Planning, Organizational Development, Environmental Health and Safety and Labor and Employee Relations.
• Delivered training in labor and employee relations legal trends in preparation for negotiations with unions and discussions with non-union work forces for planned dual projects and acquisitions. Includes establishing communication programs to update employees, management, and local HR offices on institution's new programs and policy changes.
• Collaborated with senior managers in developing or refining their current business processes by introducing innovative human resources management initiatives into their specific workplace culture.
• Designed and delivered management training programs targeted for first-line supervisors to senior-level management teams to facilitate understanding and application of issues related to labor and employment relations law, talent management, and organizational development. Programs are designed to function as cornerstone for managing in a union and non-union environments with primary focus on employee engagement to increase retention and boost employee morale.
• Initiated human-resources reporting metrics in preparation for use in HRIS systems to provide a resource to mid-level and senior management professionals in monitoring and measuring the progress of the strategic planning goals and objectives of human-resources initiatives in areas such as recruitment and associated costs of turnover, employee retention,benefits administration, training and development initiatives, and other cost-savings efforts.
• Managed recruiting program, including Internet recruiting and pre-employment/post-offer background searches that helped to assess fit between candidates and jobs.

BUSINESS OPERATIONS:

• Managed the development and maintenance of Human Resources information systems for the internet and intranet sites related to labor relations, benefits administration, compensation, talent management, and training and development.
• Negotiated vendor contracts and agreements with suppliers, distributors, federal and state agencies and other organizational entities in preparation for the approval of senior management.
• Managed budget for travel, management coaching/counseling contract services, organizational development, succession planning, compensation, and benefits for Human Resources divisions.
• Reviewed and restructured health-benefit program to avoid reduction in existing benefits, while expanding wellness program offerings and improve claims payments to employees while reducing costs.
• Refined salary systems for all levels of employees with compensation programs that included stock options, 401(k), commissions, stock savings plans, bonus plans, and executive SERP plans.
• Liaised with customers and management teams to better understand customer needs and recommend appropriate solutions.
• Prepared presentations to explain revisions, enhancements and process improvements of organization's systems and programs.

• Supported clients with business analysis, documentation, and data modeling.
• Liaised with employees and management to better understand customer needs and recommend appropriate solutions.
• Integrated technology and business operations to identify targeted solutions to operational deficiencies.
• Provided comprehensive advice, guidance, planning, process, and human resources support to all University locations on UC policies, programs and processes. Require operating in cross-functional environment for client services centers specializing in human resources policy, benefits, retirement, compensation, affirmative action, labor and employee relations programs and policies.
• Served as key resource and provided subject-matter expertise for highly complicated and specialized negotiations. Worked with all levels of staff and management, internal and external representatives, attorneys and others as necessary to provide guidance and leadership in policy management. Represent and communicate campus needs during formal collective bargaining sessions and meet and confer sessions with union representatives and non-represented employee groups for issues concerning Compensation, Benefits and Retirement Administration; Performance Management; Talent Management and Staff Development; Compliance and Risk Management; Workforce Planning; reporting and analysis of the data collection processes and reporting analysis requirements associated with any amendments and enhancements to the various HRIS systems.
• Provided leadership for policy and contract development teams on matters of strategic importance to the University or individual locations.

• Provided ongoing assessment of strategic HR goals and implementation of programs and procedures that support the University total rewards strategies for unionized staff at UC locations.
• Served as key resource and provided subject-matter expertise for highly complicated specialized negotiations. Worked with all levels of staff and management, internal and external representatives, attorneys and others as necessary to provide guidance and leadership in policy management.
• Represented and communicated campus requirements and served as bargaining team assistant negotiator when developing programs and policies to address local or university-wide needs. Provided leadership for policy and contract development teams on matters of strategic importance to the University or individual locations on issues concerning Compensation, Benefits and Retirement Administration; Performance Management; Talent Management and Staff Development; Compliance and Risk Management; Workforce Planning; reporting and analysis of the data collection processes and reporting analysis requirements associated with any amendments and enhancements to the various HRIS systems. Included preparing regular reports and reconciling discrepancies and maintaining trackers, rosters and other documents.
• Reviewed all system-wide appeals for grievance and arbitration in preparation for litigation. Researched and worked closely with General Counsel to prepare cases scheduled for hearing at arbitration or before the Public Employment Relations Board hearing officer for Unfair Labor Practice litigation related to collective bargaining or disputes regarding implementation of contract provisions for the various Memoranda of Understanding.

• Provided analytical support to twelve (12) system-wide labor contracts and approximately 82,000 employees throughout the University system, which required research, development of processes and responses, assessments of data and synthesizing information and recommendations from a wide variety of sources on a broad range of labor relations issues in response to internal and external requests for information. Perform data analysis using large databases from multiple sources, prepare trend analysis reports and cost projections for proposals related to the terms and conditions of affected labor agreements.
• Reviewed all system-wide appeals for grievance and arbitration to determine eligibility for litigation and/or arbitrability. Scheduled hearings, provided research support to and witness preparation on less complicated matters for Labor Relations Advocate. Worked with General Counsel to prepare complex cases scheduled for hearing at arbitration or the Public Employment Relations Board hearing officer for Unfair Labor Practice litigation related to collective bargaining or disputes regarding implementation of contract provisions for the various Memoranda of Understanding.
• Gathered and organized materials to support operations of Grievance and Arbitrations, which included developing databases to generate reports and produce tracking documents. Drafted and finalized written correspondence and documentation to respond to inquiries regarding the processing of grievances and arbitrations.
• Coached employees to support the day-to-day workload and resolve complex problems with the grievance and collective bargaining processes.