Manager Human Resource

J. Lyonel Morrison

*** **** ****** *** ( Huntington ( WV 25705

Phone 304-***-**** ( Cell 304-***-**** ( E-Mail: *******@*****.***

Summary

A RESULTS ORIENTATED HUMAN RESOURCE BUSINESS PROFESSIONAL WITH PROVEN

ABILITIES IN LABOR RELATIONS, UNION NEGOTIATIONS, LEAN MANUFACTURING,

BENEFITS ADMINISTRATION, TRAINING AND DEVELOPMENT, PROJECT MANAGEMENT,

IMPROVING EFFICIENCY OF OPERATIONS, TEAM BUILDING, AND DETAILING PROJECT

INFORMATION TO DETERMINE EFFECTIVE FUNCTIONS OF COMPANY OPERATIONS.

EXCELLENT ORGANIZATIONAL, COMMUNICATION, INTERPERSONAL AND TECHNICAL

EXPERTISE. CONSISTENT, PROVEN ABILITY TO INTERACT WITH ALL LEVELS OF

MANAGEMENT. WORKS WELL UNDER EXTREME PRESSURE TO MEET DEADLINES WITH

MINIMUM INSTRUCTION WHILE MAINTAINING CONFIDENTIALITY AND UTMOST ACCURACY.

HAVE CONSISTENTLY RECEIVED HIGHEST PERFORMANCE RATINGS FROM FORMER AND

PRESENT EMPLOYERS.

Experience

ARAMARK UNIFORM SERVICES AND CAREER APPAREL, BURBANK, CA

Corporate Director of Labor and Employee Relations, East / South / North

Regions

February 2007 to current

ACCOUNTABLE PRIMARILY FOR EMPLOYEE RELATIONS AND LABOR NEGOTIATIONS ALONG

THE EASTERN SEABOARD ALONG WITH ADDITIONAL RESPONSIBILITIES IN THE MIDWEST,

SOUTHEAST, AND SOUTHWEST AS NEEDED TO MEET THE LABOR TEAM'S NEEDS AND

GOALS. SITUATIONAL TURNAROUNDS IN NUMEROUS MARKET CENTERS HAVE BEEN

ACCOMPLISHED BY RECREATING THE LABOR / MANAGEMENT RELATIONSHIP, WHILE STILL

MAINTAINING OPERATIONAL FLEXIBILITY WITHIN THE BOUNDS OF COST CONTROL

INITIATIVES. CURRENTLY ENGAGED IN NATIONAL HEALTHCARE COST REDUCTION

PROJECT, COMPENSATION CONTROL PROGRAM, AND EFFICIENCIES PROJECT TO BETTER

PLACE THE COMPANY'S POSITION IN THE MARKETPLACE MY SCOPE OF AUTHORITY

ENCOMPASSES APPROXIMATELY 200 BARGAINING AGREEMENTS WITH VARIOUS LABOR

UNIONS INCLUDING THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS, UNITE-HERE,

SEIU, USWA, CWA AND THE RWDSU. UNION AVOIDANCE, GRIEVANCE ADMINISTRATION,

ARBITRATION, STRATEGIC DEVELOPMENT, LEAN MANUFACTURING, AND ORGANIZATIONAL

DEVELOPMENT ARE KEY FUNCTIONS OF MY CURRENT ROLE. I SHARE A JOINT

PARTNERSHIP WITH CORPORATE HR TO WORK THROUGH ISSUES WHICH FALL OUTSIDE OF

MY DAY-TO-DAY SCOPE OF RESPONSIBILITY.

HCR MANOR CARE, TOLEDO, OH

Corporate Senior Labor and Employee Relations Consultant, Eastern / Mid-

Atlantic /Central Divisions

October 2005 to 2007

Directed the oversight / efficient management of 170 facilities throughout

the Atlantic and Mid-Atlantic States providing quality Healthcare across

various patient requirements via Skilled Nursing Units, Assisted Living

Centers, and Rehabilitation Clinics. Scope of role includes the

maintenance of a Union Free environment, grievance handling, arbitration,

contract administration, organizational development, operational counsel on

both Union and Union free employment issues, contract negotiations, along

with various other "ad hoc" responsibilities that arise. Work directly with

regional management to develop and implement best practices for employment

issues. Create and develop bargaining strategies for collective bargaining

negotiations within the various regions 19 multi-union organized locations

and generated an accurate method of labor contract costing to better

develop business unit financial planning. Review situational matters and

issue direction to external counsel on strategic deployment of assets in

employment and grievance matters which include the E.E.O.C., N.L.R.B. and

other governmental agencies at both the State and Federal levels.

Kellogg Company, Elmhurst, IL

Corporate Manager of Labor and Employee Relations

March 2003 to October 2005

Accountable for the challenging business needs of a 54-facility

distribution network, geographically located throughout the United States.

Accountable for all aspects of the collective bargaining agreements at the

45 plus union facilities, while affording operational counsel to the non-

union locations. All typical Human Resource tasks are also encapsulated

within this role with a heavy labor relations emphasis as a "Number #1"

chair. Prepared. Participated, and directed arbitration proceedings and

recommended settlements where applicable to limit Company exposure.

Actively reviewed various grievance scenarios and provided guidance to

divisional staff.

Accomplishments:

. Consistently and successfully negotiated seven new collective

bargaining agreements during the last year in multi-state locations,

while maintaining an average of 3.2% total package increases to insure

cost containment. A combine total of more than twenty three new

collective bargaining agreements were negotiated in the time spent

with the Kellogg Company

. Directed the transition of employee benefit plans to more cost

effective plans in order to reduce overall business unit cost impact

due to increased health care costs.

. Provided a significant level of guidance in numerous matters involving

employee discipline and other work place issues.

. Participated in high-level strategy planning sessions to help

facilitate the achievement of the Company's goals and to drive

organizational excellence.

. Directed and partnered with the Corporate Human Resource group to

resolve policy an employee issues.

. Effectively interacted within the various components of the

organization to meet all deliverables

GDX Automotive, Batesville, AR

Labor and Employee Relations Manager

February 2003 to April 2004

GDX Automotive is comprised of 6 North American and 11 European facilities

that fabricate vehicle-sealing components for Ford, General Motors,

Volkswagen, and Mercedes Benz. Plant employment statistics are

approximately 680 hourly and 53 salaried, operating under the "Self

Directed Workforce" concept thereby reducing the salaried headcount

somewhat for a facility of its size (600, 000 SQ. Ft. Batesville, AR

Facility). The facility is represented by the International Association of

Machinist and Aerospace Workers. Managed complete HR staff of three

generalists and a EH&S professional to achieve the Company's cost savings

goals from the HR group. Directed the Worker's Compensation cost reduction

initiatives, benefits administration, salaried recruitment, and

organizational development needs for the facility. Evaluated AAP and

provided critical guidance on the development of the program through the HR

staff. Conducted reduction in force activities for both the hourly and

salary workforce as business requirements changed.

Accomplishments:

. Successfully fostered a positive labor / management relationship from

prior confrontational environment in a very short period of time.

. Reduced overall grievance load as a whole (Initially averaged 25

grievances per month and have reduced them to approximately 3 per

month).

. Negotiated essential sidebar arrangements with local union

representatives to assist the Company in maintaining the Ford Quality

supplier status (Q1 Flag) and also with its GM counterpart quality

program.

. Addressed numerous mid-term bargaining issues without being forced to

reach impasse with local and International Union representatives while

still achieving objectives to increase operational efficiency.

. Removed in excess of 15 long-term "problem employees" without any

extensive Union intervention in the issues.

. Revised and implemented FMLA leave administrative measures to reduce

absenteeism ratios.

Special Metals Corporation, Huntington, WV

Labor Relations Supervisor

May 2000 to February 2003

Accountable for all Labor Relations functions at the Company's Burnaugh, KY

and Huntington, WV facilities encompassing in excess of 1800 employees.

Chief responsibilities include contract negotiation, state and federal

compliance, grievance handling, arbitration presentation and preparation,

E.E.O.C. Compliance and position statement design, policy generation,

unemployment compensation defense strategy, reduction-in-force issues,

employee discipline, employee dispute resolution, multi-state Worker's

Compensation administration, coordination of Third-Party Administrators,

legal review issues, and the administration of the Company's Short Term

Disability Plan.

Accomplishments:

. Reduced overall Workers Compensation cost's in 2001 by $400, 000 and

in 2002 by $650, 000 through aggressive administrative measures.

. Negotiated 3 collective bargaining agreements (2 in 2001 and 1 in

1998) and participated in a support role in two additional previous

sessions.

. 2001 Collective bargaining sessions at the Company's Huntington, WV

and Burnaugh, KY facilities resulted in concessionary / cost neutral

agreements.

. Negotiated and successfully implemented during mid-term sessions at

each facility drug testing policies, attendance policies, revised

service award programs, reduced 401k contribution amounts, and

facilitated other operational requirements.

. Removed approximately 25 long term "problem employees" from the

facility with only one termination being remanded in arbitration.

. Personally addressed seven West Virginia Human Rights Commission

Complaints, having all dismissed and not referred to the EEOC Regional

Office.

. Successfully avoided attempt to collectively organize non-bargaining

unit personnel.

UNITED STEELWORKERS OF AMERICA - SPECIAL METALS CORPORTION

Grievance Committee Chairman, April 1990 to 2000

I was directly accountable for all aspects of maintaining the collective

bargaining agreement on behalf of a 900 member local union. These duties

included grievance handling, arbitration preparation and research, verbal

communication, written communication, oral argumentation, membership

development, along with numerous general assigned duties. FMLA, ADA, and

E.E.O.C. issues were also commonly reviewed and appropriately handled. I

served as a key negotiator through two major contract negotiations and

generated analytical financial reports

Education

MARSHALL UNIVERSITY

Bachelor of the Arts, Business, 2002

West Virginia University -Institute for Labor Studies and Research

1996-2000

Troy State University

Master of the Arts, Industrial Relations

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