Employee Relations Labor

EVESTER EDD, JR., JD

Current Permanent

**** ********* ******, **** ***

SILVER SPRING, MD 20902

240-***-****; E-mail: ***************@**********.*** WORK EXPERIENCE

Contract Employment

U.S. Nuclear Regulatory Commission

August 2024- November 2024

Washington, DC-Remote-Part-time

Provided expert level advice to top level management on complex employee relations and equal employment opportunity (EEO) matters, many of which are extremely serious, sensitive, controversial, or novel in nature, issues involved matters relating to discrimination, sexual harassment, fraud, and misconduct. Provided expert advice to top level management on labor law issues. Performed labor relations work advising and coordinating on management changes or work practices potentially impacting bargaining unit negotiability and or impact implementation bargaining. Research pertinent case law, rules and or regulations. Drafts and finalizes medical letters, adverse actions, performance- based actions, responses to grievances and settlement agreements. Also assisted the Office of the Secretary and General Counsel with preparation of legal motions and briefs in third party activities. Developed opinions, positions and strategies on labor relations, employee relations and EEO matters. Housing and Urban Development, Federal Housing Finance Agency Employee & Labor Relations Consultant

April 2023- August 2023

Washington, DC- Remote

PEACE CORPS

Headquarters

HR Specialist, Office of the Chief Human Capital Officer (December 2022-December 2024-Retired) Served with a management team of three negotiating the nearly 30-year-old collective bargaining agreement; expected completion in the winter of 2025. Instrumental in the drafting of the policy and procedures for a new Peace Corps’ performance management system- from a pass/fail, to a 5-tiered performance management program. Tasked to work with all office supervision in developing critical performance elements and performance standards using “SMART goals.” Developed and delivered all related training to supervisors, non-supervisors and the Union. Met with managers and supervisors of each office and trained on the development and utilization of SMART goals utilizing the prior year standards as a starting point. Drafted performance standards for the most encumbered positions in each office. Developed a PowerPoint presentation for supervisors on how to rate employees under the new system, specifically utilizing information gathered from SMART goals compared to actual performance, then assigning the appropriate summary rating level. Instrumental in developing the Peace Corps’ workers compensation procedures. Contributed to the development of an agency awards and incentive policy and procedures by editing and providing comments to the 40-page draft document. Served as the HR point person regarding Farr-Castle requirements. Involved in drafting the procedure and the form relating to HR’s compliance with Farr-Castle and 5 USC 3322.

Chief/Division Director, Labor and Employee Relations Division, (June 2018-December 2022) Washington, DC

Managed a staff of three employees responsible for providing labor and employee guidance and assistance to over 900 employees, both within the US and overseas. Involved in major HR policy and procedural changes impacting Peace Corps: revision of the policy, procedures and forms of the Executives Performance Management System; revision of the telework policy; program; new expansion of the drug testing policy and procedures to include overseas employees; development of procedures and draft letters relating to “safe harbor”; revision of the administrative grievance policy and procedures, and about ten other major HR policy revisions. Participated in a review panel, as the HR management representative, along with OGC and EEO, making determinations on all COVID-related accommodation requests; Enforced the agency vaccination policy and Executive Order 14043 through the establishment of a COVID portal and communicating and conferring with agency employees to confer their status and ensure that vaccination documentation was uploaded to the portal. Drafted the agency’s response to the Executive Order to the vaccination mandate and drafted the process and disciplinary letters for employees failing to comply with the vaccination mandate, for agency level review. Developed the vaccination communications to employees encouraging voluntary compliance and developed vaccination postings which were placed on the agency’s intranet splash page. All these efforts resulted in 100% employee vaccination compliance in December 2021. Involved in the creation, communications, and training of the agency “spot awards” program where recognition of “immediate” employee contributions could be recognized and not subject to requirements for annual performance contributions. Contributed to the revision of policies having either a labor or employee relations impact: Implementation of reorganizations, the use of Details and Reassignments, the Harassment and Domestic Violence polices. Major modification of prior training offered to managers in the areas of performance management and Employee Relations. Implementation of a “brown bag” training series for managers and supervisors. Developed and launched (November 2018), a quarterly newsletter to managers, “The Pulse.”

DEPARTMENT OF HEALTH AND HUMAN SERVICES

Office of the Inspector General-Headquarters

Senior Consultant, Employee Relations, Human Capital Division (HCD), (January 2017- July 2018) Washington, DC

Provided consultative, developmental, logistical, and organizational development services to the Human Capital Division (HCD) of the Office of Inspector General as the Office of General Counsel (OCIG) transitions employee relations activities to HCD. The responsibilities involved the skills assessment and development of existing Specialists, involvement in determining the staffing needs of the organization based on the level and complexity of employee relations activities. The review and creation of HR and employee relations policies and procedures to ensure thoroughness and consistency with existing federal regulations and case law. As examples, currently developing the agency's policy regarding the waiver of medical standards for applicants and employees against the requirements of the Rehabilitation Act of 1973; and appeal rights of Interns terminated from the Pathways Program. Development and implementation of a training program(s) for supervisors to improve their skill level in addressing conduct and performance problems, EEO, medical issues and reasonable accommodation and investigations. Restructure and improve the agency's intranet site on performance management and the "Supervisory Corner" sites by posting regular updates, case decisions, videos and guidance materials for managers and supervisors. Collaboration with the Office of Personnel Management in performing a review of positions to improve performance standards using SMART method. In regards to the April 2017 OMB Memorandum on Comprehensive Plan for Reforming the Federal Government, selected as the HHS/OIG representative to participate in the HHS working group for Maximizing Employee Performance. In this capacity, involved in developing comprehensive performance management and employee conduct policies and practices, as articulated in the Memorandum, that establish a consistent ER policy and practices among all HHS components (OIG, CDC, CMS, FDA, IHS, NIH, ACF, ACL). Providing consultative, developmental, logistical and organizational development services to the HCD of the Office of Inspector General as the Office of General Counsel (OCIG) transitions employee relations responsibilities to HCD. The responsibilities involve the skills assessment and development of existing Specialists, involvement in determining the staffing needs of the organization based on the level work activity and competency and skill level of current Specialists. The review of existing employee relations policies and procedures to ensure thoroughness and consistency with existing federal regulations and case law. Enhancement of the existing HCD website to make it more user-friendly and informative. Development and implementation of training programs for supervisors to improve their skill level in addressing conduct and performance problems, EEO, medical issues and reasonable accommodation and investigations. Development and issuance of regular guidance to OIG employees and managers on critical and topical employee relations issues. Managing OIG’s performance management program from the development of performance standards and elements to required performance based actions, including removal for medical inability, suitability, fitness for duty and supervisory and non-supervisory probationers.

DEPARTMENT OF VETERANS AFFAIRS

VA Central Office-Headquarters

Chief, Labor and Employee Relations, Benefits and Employee Services, (May 2013- January 2017) Washington, DC

Directly managed Labor and Employee Relations and Benefits Specialists at Grade 13 level. Assigned as technical advisor to manage the employee relations activity for SES and non-SES employee misconduct related to the Phoenix VA Hospital. Regularly sought after by VA leadership and the Office of General Counsel to serve as technical advisor and manage complex, highly publicized VA misconduct cases for administrations besides those assigned to the organization. Served as Chief Management Negotiator in several bargaining sessions involving VA Headquarters management and the AFGE. Most notably, initiated bargaining with the AFGE regarding the use, request, transfer and allocation of official time, resulting in an agreement impacting overall request, use and calculation processes. Responsible for training new supervisors in labor relations and complex employee relations. Served as management representative in negotiations and pre-decisional involvement activities at the central office (VACO) level and for outside offices serviced by VACO. (AFGE and SEIU). Responsible for handling grievances and unfair labor practice charges filed against the agency. Responded for the agency on matters relating to OIG, EEO, FMCS, FSIP, OSC, FLRA, OPM and Congress. Advised management on proposed organizational structure change in regards to reorganizations, restructures and reassignments; and served as the management representative where those organizational changes impacted bargaining unit employees. As a SME, edited course materials for LER online training offered by the agency through a private company.

NATIONAL AERONAUTICS AND SPACE ADMINISTRATION (NASA) Headquarters

Senior Technical Expert, Employee and Labor Relations Programs, (December 2010- December 2012) Washington, DC

Served as the Headquarters Labor Relations Officer. Performed case management and tracking of labor and employee relations activity. Handled and oversaw case activity, especially on highly complex employee relations matters. Served as the Headquarters management representative in all discussions and negotiations with the union. Actively involved in administering then (new) requirements of Executive Order 13522 by serving as a management representative in agency and Headquarter labor- management forums and in pre-decisional involvement (PDI) discussions with the union and training of SES-level Headquarters management. Served as the management representative on a major reorganization involving the two largest NASA mission directorates, and during the shutdown of the Space Shuttle program; and on green space renovations to the Headquarters office impacting all its employees. Served as either technical advisor or management representative in all third party proceedings before the MSPB, FLRA, FSIP, FMCS, EEOC, state unemployment, arbitration, and workers compensation.

UNITED STATES TREASURY DEPARTMENT

Departmental Offices-Headquarters

Supervisory Labor/Employee Relations, (June 2009 – December 2010) Washington, DC

Supervised a Grade 13 employee and labor relations professional. Responsible for activities associated with the certification of a newly negotiated Contract. Provided joint training on the new union contract and in topics of special interest to managers and supervisors. Represented the agency in matters before the MSPB, FLRA, FSIP, EEOC and all administrative matters. Responsible for all employee relations activities, including all requests for handicap accommodations, complex medical request matters, EEO complaints and mediation. Responsible for all administrative concerns related to the conduct of the employee and labor relations program. This included the development of a monthly newsletter highlighting significant ER/LR topics; development of a case tracking spreadsheet program, creation of agency sample letters for use by HR professionals and managers, the development of a ER/LR case management system and creation of Standard Operating Procedures for use by ER/LR staff and managers. Responsible for the development and implementation of the Drug Testing Program. Served as the agency point of contact for the Employee Assistance Program, Awards, GS Employee Performance, Workplace Violence and Work-Life Programs. UNITED STATES DEPARTMENT OF AGRICULTURE

Farm Service Agency

Labor and Employee Relations Specialist/Litigation, (October 2006-June 2009) Washington, D.C.

Managed employee and labor relations activities for all southern states (approximately 12). Assisted management in the processing of administrative and union grievances through researching the applicable provisions of the negotiated agreement, personnel policies and relevant labor law; Drafted all written decisions and participated in the drafting of settlements and appeals and complaints before the FLRA, arbitrators and administrative hearing officers. In the area of employee relations, drafted all disciplinary and adverse actions, conducted legal research to determine the reasonableness of all personnel actions. Assisted management in the area of performance management; Reviewed and made determinations of the accuracy of position descriptions and performance plans. Offered training to management on the drafting of performance appraisal narratives. Drafted several successful Performance Improvement Plans. Represented the agency in EEO and MSPB litigation by drafting needed settlement agreements.

FEDERAL DEPOSIT INSURANCE CORPORATION (FDIC)

Regional Labor and Employee Relations Manager, (November 1998-August 2006) Braintree, MA

Managed the entire labor and employee relations program for the FDIC Boston Region. This Region comprises of over 400 employees. Served as the management representative with respect to any grievance or other claim filed against the FDIC and its management. Served as the management representative in all arbitration proceedings and hearings. Conducted all local collective bargaining and other informal negotiations. Prepared the Corporation’s responses to all claims concerning unfair labor practices, EEO, unemployment compensation and worker’s compensation. Administered all employee relation activities. This included the initiation, preparation, appeal and adjudication of disciplinary and adverse actions; Developed performance improvement plans, firm choice agreements and responses to handicap accommodation requests. Provided training and updated written information to managers regarding employee and labor relations practices and current case precedent and regulatory changes. UNITED STATES DEPARTMENT OF LABOR

OFFICE OF FEDERAL CONTRACT COMPLIANCE PROGRAMS (OFCCP) Assistant District Director, Grade 13 (April 1997-November 1998) Boston, MA

Directed a $1.5 million budget with a staff of 14 Compliance Officers and three support staff. Supervised the enforcement of Executive Order 11246 through the conduct of compliance reviews and complaint investigations on construction and non-construction federal contractors. Conducted critical analyses in relation to OFCCP’s $3.1 million settlement of Texaco Inc., (the largest “glass ceiling” settlement in OFCCP history). Involved in settlement negotiations and other remedial EEO/AA efforts with small to Fortune 500 companies. Conducted training, and other technical assistance for companies, community organizations and employee groups. Involved in the training, discipline and other administrative activities with respect to the supervision of Compliance Officer staff. Senior Compliance Officer (June 1988-February 1992) Responsible for the enforcement of policies and procedures covering the administration of EEO/affirmative action programs by federal contractors through the conduct of compliance reviews and complaint investigations. Responsible for providing technical assistance to perspective complainants and federal contractors ranging from small to Fortune 500. Assisted the U.S. Office of the Solicitor in the preparation of EEO cases presented to an administrative law or federal judge for enforcement action. Trained and managed newly hired Compliance Officers, co-op students and clerical in the administration of their assigned duties.

UNITED STATES DEPARTMENT OF LABOR

OFFICE OF THE ASSISTANT SECRETARY OF ADMINISTRATION AND MANAGEMENT (OASAM)

Regional Labor and Employee Relations Manager, Grade 12 (February 1992- April 1997) Boston, MA

Managed the entire labor and employee relations program for the New England region. Served as the management representative with respect to any grievance filed. Served as the management representative in all arbitration proceedings.

Conducted all collective bargaining and other mid-term negotiations. Prepare the Corporation’s responses to all claims concerning unfair labor practices, EEO, unemployment compensation and worker’s compensation. Administer all employee relations activity. This includes the initiation, preparation, appeal and adjudication of disciplinary and adverse actions; Development of performance improvement plans, firm choice agreements and responses to handicap accommodation requests. GARGANO, LALLY & BARISON

(Cambridge, MA)

MORRISON, MAHONEY & MILLER

Boston, MA

Law Associate (December 1985- August 1988)

Performed legal research and drafted office and legal memoranda. Drafted pleadings and motions. UNITED STATES DISTRICT COURT (Southern District of New York) Law Clerk (December 1983-March 1984)

New York City, NY

Performed legal research and drafted legal decisions. EDUCATION

Juris Doctorate, Northeastern University School of Law, May 1986 Bachelor of Arts, University of Missouri-Columbia, Sociology/Political Science, June 1983 Certificate degrees in the area of Labor Relations from Harvard University and Cornell University COMPUTER LITERACY

Software: WordPerfect, Microsoft Word, Excel, PowerPoint, Westlaw, Lexis, Personnet, Cyberfeds, PeopleSoft and Smart Manager, HR Smart

Hardware: IBM-PC & compatibles, Macintosh and Apple HONORS

100% Success Rate on Arbitrations

Herbert Lehman and Earl Warren Legal Scholar

MEMBERSHIPS

Member: Industrial Relations Research Association and the Society of Federal Labor Relations Professionals

Pending Certifications: National Academy of Arbitrators; American Arbitration Association and the Federal Mediation and Conciliation Service

LLC Incorporation: Federal HR Online, LLC

Founder

December 2017- Present

federalhronline.com

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