SA’MECHA ECHOLS
Dallas,TX
Summary
I have extensive experience in labor relations, having held various roles within the Federal Mediation & Conciliation Service, Department of Treasury, Department of Defense, Veterans Affairs, Department of Labor, Environmental Protection Agency, and AT&T. My work has involved negotiating collective bargaining contracts, mediating labor disputes, drafting contract language, training labor and management staff, and arbitration representation. I have developed innovative approaches to labor relations and implemented best practices across multiple organizations.
Overview
18
18
years of professional experience
Work History
Commissioner
Federal Mediation, Service Employees International Union
05.2023 - 02.2025
- Dynamic and experienced mediator with a strong background in labor relations and conflict resolution
- Proven ability to facilitate negotiations and foster collaborative relationships between labor and management
- Committed to promoting stable labor relations through effective mediation strategies and a deep understanding of federal labor laws
- Successfully mediated disputes between labor unions and management, employing effective negotiation techniques to achieve mutually beneficial solutions
- Costing
- Packaging Proposals
- Supposals”
- Provided strategic direction for collective bargaining agreements, ensuring alignment with the mission of promoting positive labor relations and resolving conflicts efficiently
- Industries include Southwest Airlines Flight Attendants
- United Steel Workers
- Engaged with diverse stakeholders, including labor representatives, employers, and government officials, to promote understanding of labor laws and collaborative problem-solving
- Analyzed trends in labor relations and developed policies and programs that address emerging challenges in the workplace
- Led training initiatives for mediators, arbitrators, union stewards, business agents, management and labor relations staff, enhancing skills in conflict resolution and negotiation to deliver high-quality services
- Advocated for agency initiatives and mediation services to enhance awareness and utilization among federal stakeholders, labor unions, and the public
- Facilitated resolution of labor-management disputes, including collective bargaining agreements and workplace conflicts
- Conducted thorough research on industry standards, labor relations history, and dispute-specific topics
- Employed advanced mediation, facilitation and negotiation techniques to resolve complex labor disputes effectively
- Supported labor and management in navigating media-sensitive conflicts with discretion
- Assisted parties in resolving grievances to influence future bargaining negotiations positively
- Designed and delivered targeted training programs to enhance labor-management relationships, contract administration, and negotiation skills
- Conducted workplace assessments to create tailored strategies for labor relationship building
- Provided training through both in-person and web-based formats to accommodate diverse learning preferences
- Mediated cases involving discrimination claims, workplace conflicts, and regulatory compliance issues
- Advocated for the implementation of alternative dispute resolution (ADR) services
- Engaged in outreach initiatives to promote public awareness of mediation programs
- Developed innovative strategies to expand mediation and training service offerings
- Monitored labor industry trends, occupational developments, and bargaining issues to inform practice
- Utilized technology for efficient research, scheduling, reporting, and stakeholder engagement
- Prepared and submitted comprehensive reports detailing case activities and mediation and litigation outcomes
- Collaborated with fellow commissioners to enhance service quality and broaden mediation outreach
- Expanded mediation expertise beyond labor industrial relations to include facilitation and coaching.
Environmental Protection Agency
11.2020 - 05.2023
- Negotiation on wages, working conditions, benefits, and other aspects of employment, while focusing on preventing and resolving employee-related problems, often related to collective bargaining agreements and/or union contracts
- With a substantial knowledge of labor status and regulations manage approximately six - seven Regional and National harassment and retaliation claims, reporting requirements, and briefing senior staff of outcome variables
- Provide authoritative advice, expertise, oversight, and technical guidance to management at all levels on the full range of policies, practices, and matters affecting working conditions that require consultation with the American Federation of Government Employees and National Treasury Employees Union, including unfair labor practices, disciplinary grievances, and appeals
- Research and analyze case law, the National Agreement, MSPB (Merit Systems Protection Board), precedents, policies, administration handbook and bargaining history, FLRA (Federal Labor Relations Authority), FSIP (Federal Service Impasses Panel), arbitration decisions and guidance to determine negotiability of union proposals
- Sole management representative in all regional labor and/or employee matters
- Routinely train of management and regional staff consisting of 699 employees on new processes, executive orders, and procedures; including but not limited to the Future of Work (Remote Work, Workplace Flexibilities, and Telework
- Respond to inquiries from management and anticipate needs regarding union rights, employee rights, implications of recent arbitration decisions, MSPB (Merit Systems Protection Board) decisions, FLRA regulations, etc
- Developed and executed numerous sensitive Human Resources programs for nearly 1,000 personnel including random drug testing (eDrug), annual certification of remote work agreements, and weekly performance reports
- Designed and conducted comprehensive Future of Work and Regional Reorganization
- As such provided comprehensive program to minimize grievances and sustain employee relations
- Develop and implement methods/approaches that contribute to effective employee/union/management relationships during office closure, relocation efforts, nepotism concerns, and Regional reorganization
- Conduct extensive and systematic studies, analyzing such factors as absenteeism, grievances, etc., to identify the nature and extent of employee relations problems
- Serve as the principal point of contact on labor management matters of concern, including grievances, unfair labor practices, appeals, labor relations training, etc
- For 699 employees and political appointee
- Serve as primary point of contact and/or SME (Subject Matter Expert) for reorganization efforts to address evolving regulatory mandates, initiatives, personnel requests and section realignment or elimination
- Established a regional workforce planning board to discuss and control proposed changes
- Provided reorganizational changes to stakeholders for formal review and approval
- Independently handle complex workplace issues such as FMLA (Family and Medical Leave Act), reasonable accommodations, Due Process requirements, performance management, unauthorized disclosure violations, regulatory requirements, and employee drug test compliance
- Participates in Executive and Senior leadership meetings to stay abreast of EPA policies/practices as well as those that impact employees
- Serves as a trusted source, advisor, and expert to Senior Leadership Team for advice and counsel on the most complex and sensitive matters
- Directly support diversity and inclusion concepts, principles, theories, and methodologies sufficient to provide authoritative advice and guidance to management relative to incorporating program strategies into operational processes
- Service as the Regional support providing advice based on C.F.R., OPM, GSA, and other authoritative sources
- FOIA representative for all LER requests
- Sanitize documents ensuring adherence to privacy rights, HIPPA rights, and confidentiality concern
- Primary creator of SES mediator program which targets expanded the program through diversity inclusion efforts of education and networking
- Such representation has provided interest in senior leadership roles which directly impact HRO overall retention efforts
- Participate in direct representation efforts via high school and college through career fairs, open house, job fairs, and community programs
- Identify agency advancement opportunities and accessibility by increasing outreach efforts by 7%; measured by hiring and application interest
- Utilize data points with a variation of identifiers to evaluative methods and techniques to assess issues with diversity hiring and retention circumstances and complexities
- Collect an analysis data from application information, interviews, focus groups, surveys, and observations to effectively align diversity and inclusion initiatives and manage implementation
- Negotiate the national contractual bargaining agreement with American Federation of Government Employees (AFGE) and National Treasury Employees Union (NTEU)
- Provide regional negotiation of process and procedures for bargaining unit employees (BUEs)
- Apply a comprehensive knowledge of EPA hiring, business strategies to incorporate diversity and inclusion concepts in achieving overall Region 6 program goals.
Article 7 Regional Representative
AFGE
10.2018 - 11.2021
Fair Practices Coordinator
Department of Labor
10.2018 - 11.2021
- Exceptional knowledge of statutes, concepts, principles, regulations, and policies governing race, age, gender, sexuality, religious beliefs, and socioeconomic status
- Primary focus is direct assistance and/or counseling of inquiries or complaints of discrimination, primarily women, minorities, LBGTQ, and persons with disabilities
- Collaborate with HRO and Regional Administrator to properly identify under-representation of minorities, women, LBGTQ, and persons with disabilities, take actions to correct the situation through the appropriate process, while working within the federal programs and contract
- Work with AFGE National, district, council, and local officers to effectively work toward eliminating discrimination of any kind in government
- Create and provide HRO and Regional Administrator monthly and quarterly qualitative and quantitative diversity and inclusion reports
- Primary identifier of 20% gap of lack of diversity within division based on educational requirements and provided qualitative outliners to address concerns
- Advises and collaborates with senior leadership to develop and execute diversity and inclusion strategies including reviewing Human Capital practices policies and to assure incorporation respective strategies according to sound human resource business practices
- Identifies opportunities for collaboration on diversity and inclusion initiatives with HRO and AFGE leadership including the establishment and maintenance of relationships, the sharing and extension of programs, and the identification of best practices in order to use diversity and inclusion as a business strategy
- Collaborates with Human Capitol leadership and AFGE to identify and obtain Diversity and Inclusion related data and analysis to drive MSD senior leadership data-based decisions and actions
- Identified sixty-five (65) collaboration opportunities based on lack of Historically Black College and Universities HBCU collective
- Instituted network that includes talent acquisition, talent development, employee engagement and retention
- Maintains awareness and advises senior leadership of current Diversity and Inclusion of relevant demographic data and its trends on various agency related activities
- Creates surveys while incorporating workforce demographics, Federal Employee Viewpoint Survey (FEVS) and other data to help build an agency-wide strategy
- Provides trend analysis and recommendations regarding the data and strategies for ensuring the regional workforce and DOL workforce encourages a diverse labor workforce and has planned strategies for targeting areas needing strengthening
- Drives and develops the Mission Support Division (MSD) MD-715 Strategy and related action plans to execute the strategy, including targeted Human Capital Office strategies to address opportunities throughout EPA, as well as identifying and addressing gaps for region 6 strategies
- Drafts Human Capital Office’s response and input for the MD-715 report.
Mediator
Federal
03.2016 - 11.2021
- Facilitate conflict resolution and relationship building within the workplace, applying creative problem-solving and interpersonal negotiation skills, and encouraging mutual understanding between parties
- Play an integral role in the coordination of policy and procedures for highly controversial and precedent setting practices
- Conduct comprehensive analysis of the organization’s labor relations policies, procedures, and guidelines, streamlining employee relations program and advising on continuous improvements to existing policies
- Conduct interviews and obtain relevant information from hostile, irate, or uncooperative clients, witnesses, or third parties
- Review complaints and grievances, performing fact-finding and preparing disciplinary and adverse action and appeal letters
- Render settlements, agreements and resolutions in discrimination, non-selection, performance improvement plan (PIP), reprimands, time & attendance, veteran status, interpersonal conflicts, reprisals, merit promotion and harassment (sexual and non-sexual) cases
- Demonstrate impartiality, facilitating negotiations, managing conflict and advising parties of the practical, personal and financial impacts associated with litigation
- Acute ability to negotiate with management, union officers, attorneys, and stakeholders to achieve settlement of issues
- Provide conflict prevention and resolution services by serving as the mediator for federal sectors.
10.2011 - 11.2020
- Provide support of Agency Operational Plan outcome goal(s) to increase the share of Federal Employee Compensation Act Disability Management cases returned to work with two years of their Disability Management start date by reviewing benefits’ entitlement and managing disability claims to facilitate a rapid recovery and reduce lost production days, 94% of time
- Deliver prompt payment of wage loss claims by accurately processing, approval, or formally denying benefits delivery
- Identify and process overpayments for repayment by federal employee or federal debit
- Proactively and accurately reviews benefits’ entitlement and manages disability claims to facilitate rapid recovery return to work and reduce stake holder lost production days
- Issue appropriate entitlement decisions accompanied by accurate and appropriate FECA policy, guidelines, and procedures based on relatable Employee Compensation Appeals’ Board (ECAB) decisions
- Case manages long term and permanent disability claims, including acquiring automobile modification, home accessibility, and equipment requests
- Identify service-connected injuries and decipher the impacts, if any, of workers compensation injuries
- Performs quality case management actions to pursue issuing appropriate entitlement decisions and to provide accurate case documentation
- Promptly manages claims to facilitate rapid recovery and provide timely deliverance of medical benefits within the timeframe to minimize loss production days
- Provide direction to stakeholders to assist in return-to-work efforts, challenge claims or treatment request, determine extent of the stakeholder’s responsibility and requirements set forth by FECA.
Opportunity Counselor | Office of the Assistant Secretary
Equal Employment
03.2016 - 10.2019
- Administration and Management Civil Rights Center, Streamlined EEO processes across all business functions, counseling aggrieved employees under 29 C.F.R
- Part 1614 and raising awareness to the Alternative Dispute Resolution (ADR) program
- Strategically managed the adjudication process, addressing jurisdictional and other issues and obtaining statements and relevant documents from departmental officials named as defendants in the alleged discrimination
- Sought and initiated informal resolutions during counseling sessions, documenting all agreements thereby mitigating the need for EEO formal complaint process
- Prepared and issued Notice of Right to File a Formal Complaint (NRTF), aligning process with applicable EEO regulations
- Serve as a central point of contact or liaison, identifying and resolving issues arising from tensions between external and internal stakeholders
- Coordinated with other government components from the Women’s Bureau, Social Security Administration, and Job Accommodation Network (JAN), scaling procedures and interpretations of the EEO and ADR programs.
Worker’s Compensation Claims Examiner Quality Case Manager
Department of Labor
- 01.2012
Workers’ Compensation Claims Examiner
Department of Labor
11.2008 - 11.2011
- Responsible for managing the overall process of compensation claims for workers
- Review the submission of claim documents, determine the appropriateness of compensation, and finalize the amount before authorizing payment to the respective worker
- Also serve as auditors of the determinations made by the insurance companies as to the payments of compensation and necessary medical treatment
- Execute due diligence in managing, conducting, and evaluating broad, complex investigations, which may involve unusual or precedent setting decisions, with appeal rights, over a complex adjudication life cycle and ensuring timely resolution and authorization of a full range of disability and death cases under the Federal Employees Compensation Act (FECA) related laws, regulations, legal interpretation, appeal’s board opinions, exemptions to the law, and court decisions
- Perform comprehensive auditing of the compensation resolution process, utilizing general account principles, to calculate compensation due for temporary disability, overpayment, leave restoration, back pay, lost promotional opportunity, the nature and extent of any permanent disability and whether the injured worker is entitled to corresponding benefits from other agencies including Veterans Affairs and Office of Personnel Management
- Conduct periodic case reviews, determining if claimants are eligible for vocational rehabilitation and if they are capable to return to the workforce
- Provide employers with new and specific guidance on a number of technical issues and turn internal guidance into binding regulations
- Ensure eligible federal employees are reinstated to the position or like position with pay the injured employee would have held if continuous employment had not been interrupted by work related injury
- Analyze probable legal outcomes regarding whether a third party caused the injury and respond within the scope of FECA requirements
- Provide responses to departmental inquires
- Receives, interprets coverage, investigates, and evaluates facts for assigned claims
- Identifies causal relationship between the injury or illness and work activities and whether the injury or illness was within the scope of employment and recommends approval or denial of compensation for each claim
- Promptly transmits letters of denial
- Promptly prepares recommended answers to hearing applications in disputed cases, developing case summaries, and calculating case exposures
- Participates on litigation teams (with the worker’s compensation manager, and DOJ (Department of Justice) AAG (Assistant Attorney General) to discuss case characteristics and litigation strategies, including potential settlements or trials.
Human Resources Personnel Security Assistant
Department of Veterans
04.2008 - 11.2008
- Independently monitored and implemented established security personnel programs
- Resolved a wide variety of complex security clearance problems
- Provided guidance and clarification to Human Resources Staff on security clearance requirements, reviewed and submitted initial and periodic personnel security investigations and associated documentation for appropriateness, completeness, and accuracy; conducted local files check to determine the existence or absence of unfavorable security data, the coordinated justification for an upgrade, or withdrawal of clearance.
04.2007 - 04.2008
- Utilized OPM's Hiring Process Model based on workload management to develop and implement Human Resources (HR) Improvement Action Plan, using Six Sigma, which resulted in ascertaining HR national goals
- Provided and advised employees and managers regarding OPM, Union, Human Resources technical advice, guidance, information, assistance, and processing for the full range of human resources program areas, such as staffing, and merit promotions and researched and interpreted legal and regulatory program guidance in various functional areas, such as performance management, Priority Placement Program, benefits, incentives, and suggestion awards, staffing, injury compensation, employee development and training, suggestion program, and Defense Finance and Accounting Service (DFAS) personnel systems (DCPS, E-Gov)
- Prepared a variety of reports covering training, personnel, and pay-related data pertinent to the goals of Regional, National, Labor Relations Officer, EEO, Office of Personnel Management, and other entities' requirements and monitoring
- Provided expert technical advice to DoD components, HR specialists, managers and supervisors, and senior leaders on a variety of Human Resources and labor relations matters
- Provided advice and assistance to employees and managers in the following areas: conducting workforce planning and analysis; identifying priority placement applicants, performing job analysis; identifying applicant evaluation criteria; recruiting applicants; referring candidates for selection; resolving qualifications disputes affecting placement actions; developing, delivering, managing, and maintaining staffing automation systems
- Organized and presented a wide-ranging assessment and advisory services on employee relations, including suspensions, removal, and awards based on performance management and behavioral issues to management
- Developed and presented recommendations and alternatives to senior management official based upon personnel data, produce reports, ensure data integrity, and improve work efficiency and effectiveness
- Maintained sources of "firsthand" information on developments, trends, and significant policy and legal decisions in the recruitment and placement area researched and reviewed newly issued regulations and directives to ascertain their impact on the recruitment and placement programs which ensured the agency's recruitment and placement program was progressive and on solid regulatory and legal ground.
Regional Representative
09.2006 - 04.2007
- Traveled 40 -50% to small business & self-employed sites to identify potential and actual problems, probable causes, and research specific issues, gather pertinent statistics or information, report findings, and make recommended corrective actions
- Monitored, reviewed, and evaluated operations and interrelationships with other functions regarding workflow, work redundancy, or systemic problems
- Verified the completeness of specific sets of controls, the accuracy of procedures, timeliness, and actions' effectiveness
- Revised policies and rules as indicated by studies and assigned them by the territory analyst
- Prepared memoranda, reports, and charts showing findings and recommendations
- Served as the data security representative for the territory
- Prepared directives, issuances, notes, policy statements, legislative proposals, and other written guidelines
- Prepared briefings and reports, manipulate spreadsheets, and prepared presentations for senior management
- Utilized evaluative and analytical methods to identify and measure accomplishments and progress, revise procedures, and develop new information-gathering approaches
- Planned, scheduled, and conducted complex projects, mission, organization, work processes, and related administrative activities to identify actual or potential problem areas, trends, deficiencies, or other similar factors affecting operations., (First Chair), litigating appeals matters for EEO Administrative Judicial decisions, Step Two grievances, and contract negotiations
- Leverage a keen understanding of the Freedom of Information Act (FOIA) governing personal privacy and exemption rules, implementing strategies to address changes in law, policy, and regulations
- Prepare and respond to FOIA and Privacy Act redacted documents in accordance with the appropriate exemptions
- Redacted documents in accordance with the appropriate exemptions, HIPPA, and privacy laws
- Analyze current programs, identifying trends, deficiencies and continuous improvement opportunities
- Review aggregated data, creating actionable items and recommendations for the Executive Board
- Serve as the counterpart to the agency’s Labor-Management Relations, representing matters of unit interest
- Assume full accountability for the administration of collective bargaining agreements for the Department of Labor
- Interpret and administer statutes, regulations, and collective bargaining agreements
- Develop and apply Performance Improvement Plan (PIPs) and Individual Development Plans, guiding performance standards on a case-by-case basis
- Perform case evaluation and assessment for Equal Employment Opportunity (EEO), Merit Systems Protection Board (MSPB), mediation, and arbitration resolution
- Strategically manage the various facet of the adjudication process, addressing legal issues and obtaining statements and relevant evidence from departmental officials named as defendants in the alleged discrimination
- Conduct presentations to address technical issues for various levels of staff, executives, senior management
- Comprehensive knowledge to conduct and lead investigations, typically where unique difficulties are encountered such as the requirement to analyze extremely complex organizations, interrelated activities, and broad operations while simultaneously overcoming obstacles to fact-finding
- Represent Union components during third party litigation, executing strategic negotiations during proceedings before the Merit Systems Protection Board, Federal Labor Relations Authority (FLRA), arbitrators, and the Federal Service Impasses Panel (FSIP)
- Conduct briefings and presentations on veterans’ benefits, EEOC process, reasonable accommodations, and OWCP.
Human Resources Assistant
Defense
- 01.2007
Management and Program Analyst
Department of Treasury
- 01.2006
Education
Juris Doctorate (JD) - undefined
University of North Texas
Master of Liberal Studies (MLS) - undefined
Southern Methodist University
Bachelor of Applied Arts (BAAS) - undefined
University of North Texas
Skills
- Leadership
- Public Speaking
- Trainer
- Negotiation
- Arbitration
- Mediation
- Presenter
- Conflict Resolution
- Labor/Management Relations
- Employee Relations
Affiliations
- Board member of the Texas Labor Management Conference
- Founding Board Member of the Labor Employee Relations Association (LERA)
- Hospitality Industry Council Associate Director
- CXO Fellowship 2022 - 2023
- UNT, College of Law, Community Lawyering Clinic
- Volunteer Income Tax Assistance/Tax Counseling for the Elderly
- Senior Executives Association
- Student Member, Dallas Bar Association
- Black Law Student’s Association
- Member, Blacks in Government (B.I.G.)
- Student Member, Federal Bar Association (Bar #24104191)
- Social Media Volunteer, North Texas Civil Rights Project
- Delegate, Texas American Federation of Labor and Congress of Industrial Organizations (AFL-CIO), Project Phoenix
- Member, Blacks in Government (BIG)
- Board Member, Black Alumni of Southern Methodist University
- Member, Honor Society of Phi Kappa Phi
Personal Information
Title: COMMISSIONER
Detail Collateral Assignments
- Mediator, Federal Executive Board Shared Neutrals Program, 03/01/16, 11/01/21, Facilitate conflict resolution and relationship building within the workplace., Conduct comprehensive analysis of the organization’s labor relations policies.
- Article 7 Regional Representative, AFGE, 10/01/18, 11/01/21, Serve as the Regional Representative (First Chair), litigating appeals matters for EEO Administrative Judicial decisions., Prepare and respond to FOIA and Privacy Act redacted documents.
- Diversity and Inclusion Fair Practices Coordinator, Department of Labor, 10/01/18, 11/01/21, Primary focus is direct assistance and/or counseling of inquiries or complaints of discrimination., Collaborate with HRO and Regional Administrator to properly identify under-representation of minorities.
- Equal Employment Opportunity Counselor, Office of the Assistant Secretary for Administration and Management Civil Rights Center, Department of Labor, 03/01/16, 10/01/19, Streamlined EEO processes across all business functions., Prepared and issued Notice of Right to File a Formal Complaint (NRTF).
Timeline
Commissioner
Federal Mediation, Service Employees International Union
05.2023 - 02.2025
Environmental Protection Agency
11.2020 - 05.2023
Article 7 Regional Representative
AFGE
10.2018 - 11.2021
Fair Practices Coordinator
Department of Labor
10.2018 - 11.2021
Mediator
Federal
03.2016 - 11.2021
Opportunity Counselor | Office of the Assistant Secretary
Equal Employment
03.2016 - 10.2019
10.2011 - 11.2020
Workers’ Compensation Claims Examiner
Department of Labor
11.2008 - 11.2011
Human Resources Personnel Security Assistant
Department of Veterans
04.2008 - 11.2008
04.2007 - 04.2008
Regional Representative
09.2006 - 04.2007
Worker’s Compensation Claims Examiner Quality Case Manager
Department of Labor
- 01.2012
Human Resources Assistant
Defense
- 01.2007
Management and Program Analyst
Department of Treasury
- 01.2006
Juris Doctorate (JD) - undefined
University of North Texas
Master of Liberal Studies (MLS) - undefined
Southern Methodist University
Bachelor of Applied Arts (BAAS) - undefined
University of North Texas
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