Mission

The Office of Policy, Labor, and Employee Relations supports program objectives and missions of all DOE components by developing human capital management (HCM) related policies, strategies, legislative proposals, policy advice/guidance, and innovative business solutions, in addition to offering DOE HQ management officials the full spectrum of Employee and Labor Relations services and counsel. The Office is staffed with specialists developing policy and providing employee and labor relations operations and advisory services.

Functions

  • Manage the development of HCM related policies and strategies for agency-wide implementation and provide advice and guidance across the Department on these policies.
  • Influence and translate legislative and regulatory direction into Departmental strategies, policies, and programs to address DOE human capital needs.
  • Provide guidance, consultation, advice and assistance to managers, supervisors, and employees on grievances, appeals, adverse actions, employee discipline, and other employee relations matters. 
  • Provide labor relations direction and counsel to management officials, including interpretation of content and intent of local bargaining agreement(s), relevant case law, and applicable precedent.
  • Represent management in third-party labor relations disputes including unfair labor practice and representation hearings before the Federal Labor Relations Authority and in impasse proceedings before the Federal Services Impasses Panel.
  • Actionalize other HCM related programs within DOE HQ, such as Reasonable Accommodation, Preventing and Eliminating Prohibited Harassing Conduct, and Preventing and Responding to all Forms of Violence in the Workplace.

Policy Division (PD)

Mission

The Policy Division serves as the human capital management (HCM) policy office for the Department. The division supports program objectives and missions of all DOE components by developing HCM policies, strategies, legislative proposals, policy advice/guidance, and innovative business solutions. Areas of functional responsibility include staffing, classification, pay and compensation, workplace flexibilities, and employee worklife, employee benefits and retirement, performance management, employee and labor relations, workers compensation for workplace injuries, department-wide suitability and drug testing program.

Functions

  • Provide a full range of staff support to the Chief Human Capital Officer including support required for internal and external responsibilities.
  • Participate in the development of the agency's human capital management strategy in support of the overall departmental strategic plan. Seek out, influence and translate legislative and regulatory direction into Departmental strategies, policies, and programs to address DOE human capital needs.
  • Research and develop Departmental directives and associated issuances addressing all aspects of a comprehensive HCM program.
  • Develop, identify, and coordinate policies, standards and guidance that provide the structure for Departmental training and development programs.
  • Review and comment on draft testimony for Congressional hearings related to assigned human capital management areas.

Labor Relations Division (LRD)

Mission

The Labor Relations Division provides direction and oversight of the Department's labor relations program and appraises the effectiveness of said program throughout the Department. The Division provides guidance and advice to Labor Relations Officers (LROs), managers, and others, and provides the statutory function of Agency Head Review (AHR) on collective bargaining, mid-term and term agreements, and provides advice and guidance on third party actions. Specialists within this Division also provide clarification of laws, government-wide regulations, case law, and labor policy.

Functions

  • Provides labor relations direction and counsel to management officials, including interpretation of content and intent of local bargaining agreement(s), relevant case law, and applicable precedent.
  • Represents management in third-party labor relations disputes including unfair labor practice and representation hearings before the Federal Labor Relations Authority and in impasse proceedings before the Federal Services Impasses Panel.
  • Formulates, interprets, and executes agency-wide policy, plans and procedures related to employee relations and labor relations program areas.

Employee Relations Division (ERD)

Mission

The Employee Relations Division provides oversight for a variety of non-union employment matters for DOE HQ components, including reasonable accommodation, disciplinary and performance issues, administrative grievances, investigations of workplace misconduct allegations, prevention of workplace violence, and preventing and eliminating prohibited harassing conduct. The Office is staffed with specialists providing employee relations products and advisory services.

Functions

  • Provide guidance, consultation, advice and assistance to managers, supervisors, and employees on grievances, appeals, adverse actions, employee discipline, and other employee relations matters.
  • Facilitate and guide Management and Employees through the interactive process related to requests for reasonable accommodation.
  • Process reports of alleged prohibited harassing conduct and associated fact-finding or internal management investigations.
  • Providing technical expertise and consultation to help supervisors determine what course of administrative action is most appropriate in situations of workplace violence; working closely with the Security Office, EAP, and other programs in place to address the threat of workplace violence.