Will “Labor Mediator” be Replaced By Robots? 🤔
31% Chance of Automation
“Labor Mediator” will probably not be replaced by robots.
This job is ranked #242 out of #702. A higher ranking (i.e., a lower number) means the job is less likely to be replaced.
Resolve disputes between workers and managers, negotiate collective bargaining agreements, or coordinate grievance procedures to handle employee complaints.
- The SOC (Standard Occupational Classification) code is 13-1075.00
- The Mean Annual Wage in the U.S. is $ 64,250.00
- The Mean Hourly Wage is $ 30.00
- Currently, there are 79,430 people on this job
☝️ Information based on the reference occupation “Labor Relations Specialists”.
Also Known As…
- Labor Relations Specialists
- Labor Relations Specialist
- Labor Relations Director
- Grievance Manager
- Field Operations Coordinator
- Business Representative
- Business Agent
- Union Steward
- Union Representative
- Union Organizer
- Relations Specialist
- Personnel Arbitrator
- Labor Representative
- Labor Relations Worker
- Labor Relations Supervisor
- Labor Relations Representative
- Labor Relations or Personnel Negotiator
- Labor Relations Manager
- Labor Relations Consultant
- Labor Relations Analyst
- Labor Contract Analyst
- Labor Conciliator
- Industrial Relations Worker
- Industrial Relations Specialist
- Industrial Relations Representative
- Industrial Relations Counselor
- Industrial Relations Analyst
- Grievance and Appeals Specialist
- Employer Relations Representative
- Employee Representative
- Employee Relations Specialist
- Employee Relations Representative
- Employee Relations Assistant
- Contract Negotiator
- Collective Bargaining Specialist
Tasks for “Labor Mediator”
- Prepare and submit required governmental reports or forms related to labor relations matters, such as equal employment opportunity (EEO) forms, new hire forms, or minority compensation reports.
- Research case law or outcomes of previous case hearings.
- Develop methods to monitor employee satisfaction with policies or working conditions, including grievance or complaint procedures.
- Recommend collective bargaining strategies, goals, or objectives.
- Draft rules or regulations to govern collective bargaining activities in collaboration with company, government, or employee representatives.
- Schedule or coordinate the details of grievance hearings or other meetings.
- Monitor company or workforce adherence to labor agreements.
- Write letters related to labor relations activities, such as letters to amend collective bargaining agreements, letters of dispute or conciliation, or letters to seek clarification of contract terms.
- Negotiate collective bargaining agreements.
- Review employer practices or employee data to ensure compliance with contracts on matters such as wages, hours, or conditions of employment.
- Assess the impact of union proposals on company or government operations.
- Mediate discussions between employer and employee representatives in attempt to reconcile differences.
- Present the position of the company or of labor during arbitration or other labor negotiations.
- Advise management on matters related to the administration of contracts or employee discipline or grievance procedures.
- Select mediators or arbitrators for labor disputes or contract negotiations.
- Identify alternatives to proposals of unions, employees, companies, or government agencies.
- Prepare reports or presentations to communicate employee satisfaction or related data to management.
- Develop employee health and safety policies.
- Draft contract proposals or counter-proposals for collective bargaining or other labor negotiations.
- Provide expert testimony in legal proceedings related to labor relations or labor contracts.
- Propose resolutions for collective bargaining or other labor or contract negotiations.
- Assess risk levels associated with collective bargaining strategies.
- Investigate and evaluate union complaints or arguments to determine viability.
- Train managers or supervisors on topics related to labor relations, such as working conditions, safety, or equal opportunity practices.
- Prepare evidence for disciplinary hearings, including preparing witnesses to testify.
- Interpret contractual agreements for employers and employees engaged in collective bargaining or other labor relations processes.
- Call or meet with union, company, government, or other interested parties to discuss labor relations matters, such as contract negotiations or grievances.
- Review and approve employee disciplinary actions, such as written reprimands, suspensions, or terminations.
Related Technology & Tools
- Laser facsimile machines
- Digital copiers
- Office inkjet printers
- Image scanners
- Laptop computers
- Personal computers
- Handheld calculators
- Microsoft Office
- LaborSoft LaborForce EEO Claims Manager module
- Oracle PeopleSoft
- LaborSoft LaborForce Grievance Manager module
- LaborSoft LaborForce Arbitration/Appeals Manager module
- Microsoft Excel
- LaborSoft LaborForce Personnel Manager module
- Internet Grievance System IGS
- Micropact entellitrak Labor Relations Edition
- LaborSoft LaborForce Discipline Manager module
- Microsoft PowerPoint
- Microsoft Outlook
- LaborSoft LaborForce Incident Tracking module
- LaborSoft LaborForce Reporting/Dashboard Manager module
- Microsoft Word