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Human Resources / Labor Relations Manager

Location:
Tucson, Arizona, United States
Posted:
November 13, 2017

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Theodore (Ted) Luke Mastos

***** ***** *** ***** ****, Oro Valley, Arizona 85737

(715) ***-**** ********@*.***

CAREER PROFILE

A multi-faceted Labor Relations and Human Resource Leader proven at providing communication and common sense for driving change, promoting a positive, productive working environment and winning the trust of managerial peers and the workforce. Strong business, quantitative and legal skills are refined in negotiation of collective bargaining agreements while problem solving a vast array of complex and sensitive challenges. Regularly able to provide unique or innovative perspectives and value-added credibility as the result of personal shop floor and union experiences.

PROFESSIONAL EXPERIENCE

Self Employed Certified Federal Sector Equal Employment Opportunity (EEO) Investigator 10/2017 to present

Freedom Smoke USA International Tucson, Arizona 09/2016 to 02/2017

Human Resources Director Goals achieved and agreed duration ended.

Electronic nicotine delivery systems retailer and E-liquid manufacturer. Eighty-four (84) non-union employees in seven (7) lounges, internet sales, and corporate oversight.

ASARCO, a subsidiary of Grupo Mexico Kearny, Arizona 02/2014 to 10/2014

Human Resources Manager Mutually agreed to separation due to personnel and strategic approach changes.

Ray Mine, an open pit copper mine. Represented by two (2) United Steelworkers Locals, an Int’l Brotherhood of Electrical Workers Local, and an Int’l Association of Machinists (IAM) Local covering a total employment of 825+ employees.

Aggressively re-establish every policy individually for enforcement through consistent application of progressive discipline.

Cooperatively with maintenance and operations management in partnership with union representatives, significantly reduce outside contractors.

Oversaw the updating and enhancement of our 6 apprenticeship programs with the input of training program vendor, in conjunction with the Arizona Commerce Authority, Department of Economic Security - Registered Apprenticeship Program, and our internal Apprenticeship Boards.

Drug and alcohol administrator.

Western Energy Company, Westmoreland Mining, LLC Colstrip, Montana 09/2010 to 01/2014

Labor Relations Specialist Resigned to accept a job offer from ASARCO.

Rosebud Mine, a surface coal strip mine. Primary contact with and for the Int’l Union of Operating Engineers, Local 400. Performing employee and labor relations for the 425+ employees. Administrator multiple third party contracts.

State of Montana Certified Surface Coal Mine Foreman.

Restored balance to the labor / management relationship.

Guided consistent application of coaching and progressive discipline between the departments at the least punitive level needed to effect behavior change.

Updated the discrimination / harassment training presentation.

Liaison to various third party contracts.

Responsible for all security of the mine.

Drug and alcohol administrator.

2008 to 2010: Home improvement, construction, and landscaping.

Aircraft Service International Group Minneapolis, Minnesota 07/2005 to 08/2008

Human Resources Manager Laid-off with severance package primarily due to Northwest Airlines merger with Delta and the loss of other third party service contracts.

Two business units providing ground/cargo handling, equipment maintenance, deicing, etc. with 300 IAM represented employees and fueling with 200 Teamster represented employees.

Managed WARN notice requirements and processes following company withdrawal of its contract with MSP Airlines consortium for fueling and fuel tank farm management and successfully mitigated termination liabilities by transitioning 95% of employees to the new contractor.

Accommodated the transition of oversight under the National Labor Relations Act to the Railway Labor Act and subsequently from union represented to non-union.

Developed facility specific compensation structure and policies.

Guided the cultural transition of the management team from the long-term union environment to non-union.

Assumed reporting and research responsibility for the ongoing OFCCP desk audit working to minimizing the outcome.

Work interactively with our contractors to resolve formal and informal issues and complaints.

Lead transition of employees from HMO benefit to PPO, defined benefit plan to a 401k, and work rule / policy changes.

Key HR functions for the start-up project at Terminal One, John F. Kennedy International Airport.

Huffy Sports Company, a division of Huffy Corporation Sussex, Wisconsin 01/2003 to 08/2004

Human Resources Director Due to Chapter 11 bankruptcy, Huffy sold our division to Russell Corporation.

$85 million manufacturer of institutional and residential basketball systems.

Responsible for a 3-shift plant, encompassing 150 union production, 80 professional, and up to 125 contingent employees. Duties feature labor relations and generalist functions, including: contract negotiations; safety; agreement interpretation and alignment to operating needs; restoration of positive communications and morale; employee/managerial training; compensation; payroll and benefit administration; career coaching; succession planning; policy development and handbook updating; HRIS system; drug/alcohol administration; and staffing.

Identified, investigated and addressed union employees’ frustration/mistrust resulting from past failures to deal with their claims. Favorably resolved sex/race hostile environment, overtime, job/pay disparities, etc.

Led sub-negotiations and agreement on several crucial working condition issues. Set the tone for primary negotiations to conclude 1-week early and at the same “real dollar” cost as the past contract.

Teamed in addressing indifference to preventative/curative safety issues. Drove employee and managerial communications quantifying safety improvements to profit/productivity goals. Incidents declined 50%.

Pre-emptive, self-enforcing efforts to correct identified pay inequities significantly influenced the fast and favorably completion of an OFCCP desk audit.

Re-energized the timely and conscientious adherence to the performance management system, review processes and compensation plan. Guided enforcement and drove greater managerial understanding of its integration with and impact on organizational development, overall goals and discipline.

Partnered with new Workers Compensation carrier in building a user-friendly administrative infrastructure for communications and claims management. Controlled long-term costs by persuading insurer to bring several successful challenges to claims originally set for approval.

Drug and alcohol administrator.

Proposed changes to attendance policy supported by an economic comparison/analysis on payroll costs and productivity. Changes would also improve the likelihood of success in challenging unemployment claims.

Customized new HRIS system by adding necessary categories and classifications for use in a union facility.

Pro-actively improved communications to manage the volatility and costs related to the need for temporary workers. Worked with agencies to improve skill identification and return attendance.

The Home Depot Rhinelander, WI 02/2002 - 06/2002

Human Resources Manager Generally a bad fit, I waited to be replaced.

Ryder System, Inc., Integrated Logistics Division Jeffersonville, Indiana 10/2001 to 01/2002

Human Resources Manager The Corporations could not come to terms on a successive third party administration contract and General Electric (G.E.) put out a RFP.

A third party provider of warehousing management for General Electric Appliance/Parts

Diverse responsibilities for 220 union employees, 30 managers/exempts and 100+/- temporary staff.

Managed WARN notice requirements and processes following company’s loss of its contract with G.E. and successfully mitigated termination liabilities by transitioning 99% of employees to new contractor.

Resolved all EEO complaints and outstanding grievances with the International Union of Electronic, Electrical, Salaried, Machine and Furniture Workers / Communications Workers of America.

Modern Building Materials, Inc. Kenosha, Wisconsin 12/1996 to 09/2001

Human Resources Manager The Company declared bankruptcy as I accepted employment with Ryder.

Manufacturer of pre-cast concrete products

Led the development and execution of human capital strategies and employment relations for 2 multi-state facilities, comprised of 280 union and non-union employees. Role highlighted strengths in: contract negotiations and administration; progressive disciplinary processes and grievance arbitration; benefit procurement, cost control and administration; staffing; state and federal regulatory compliance; policy development; and training.

Aggressively investigated and managed resolution of 25+ employment claims by internal corrective actions. Responsive action and new training programs resulted in a culture change and a yearly decline in claims.

Negotiated Lead Person role into supervisory-like responsibilities, eliminating $200k in payroll costs. Led consistent application of work rules resulting in the termination of Chief Steward and saving $40,000 annually.

Drove competitive procurement processes for Workers Compensation, 401k, Health Insurance and Flexible Spending Accounts, Employee Assistance Plan, Drug/Alcohol Admin. leading to many plan enhancements and/or controlling costs.

Averted Teamster organizing drive at the non-union facility by a strong and pro-active informational campaign.

Successfully defended all 3 arbitrations brought during tenure, including the right to assign more skilled, lower seniority employees. Demonstrated equal effectiveness as company advocate in Worker Compensation, Unemployment, Wage/Hour and similar hearings.

Authored the company’s first comprehensive employee handbook and all subsequent updates/enhancements.

Reduced plant turnover in first year by new employee training detailing the business cycle, the likelihood of recall after layoff and the accumulation of benefits thru employment longevity. Later, top grading of new employees and communications promoted favorable retention rate during a severe financial/budget crisis.

Initiated program to address previously ignored and/or new OSHA requirements. Commencement of corrections persuaded OSHA to reduce wall-to-wall audit fines from $250k to $50k.

1991 to 1994: Employed as Union Representative for the Service Employees International Union, Local 150 and

1994 to 1996: Business Agent for Teamsters Local 43. Experiences included exposure to a diverse array public and private sector environments and industries; negotiating 60+ contracts; NLRB and DIHLR hearings; 15 successful organizing campaigns; present/brief grievance arbitrations; and forging consensus between competing union factions.

EDUCATION

Art of Resolution, LLC 2017 Federal Sector EEO Discrimination Investigator - Certification Number: 297-17-130

Carthage College Kenosha, Wisconsin 1990 Paralegal Certification

University of Wisconsin, Parkside Kenosha, Wisconsin 1987 Bachelor of Science in Labor & Industrial Relations

ASSOCIATIONS/COMMUNITY

Society for Human Resource Management; Racine County Board of Supervisors 1996 to 2000; serving on the Personal and Finance Committees; Mayoral appointment to the City of Racine Community Development Allocations Committee; Racine Area United Way; Racine Unified School District, Garfield School Education Center Expansion Project Committee; County Executive appointment to the Racine / Kenosha Community Action Agency, Board of Directors, serving on the Personnel Committee; Racine Head Start Policy Council, Community Representative



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