Employee and Labor Relations has a primary role in advising supervisors on matters of contract interpretation and application for State employees and employee relations policy for Research Foundation employees which recognizes the rights and responsibilities of labor and management.
State employees at the University are represented by CSEA, GSEU, PEF, UUP, NYSCOPBA and NYSPBA. The collective bargaining agreements with these unions can be found on the Governor's Office of Employee Relations website. Copies of the agreements are also available in our offices which are located on the West Campus (Administration Building, Room 291A) and East Campus (HSC Level 3, Room 040). Research Foundation-funded graduate students are represented by the Stony Brook Research Assistants Union.
Labor Relations managers commonly provide advice on issues such as:
- Time and attendance
- Counseling techniques
- Addressing grievances
- Interpreting union contracts
- Interacting with unions
- Pursuing disciplinary action
Labor Relations represents management in labor/management concerns. Formal labor management meetings and informal consultations with union leadership are integral aspects of working together to constructively resolve workplace issues.
Each collective bargaining agreement contains a grievance process that generally provides for the review of an allegation that a specific provision of the agreement has been violated. Labor Relations serves as the President's designee in hearing contract grievances. Labor Relations advises the department when a grievance is received to discuss possible resolution, and supports problem resolution at the earliest opportunity. When resolution is not possible, the Labor Relations Manager issues a decision which may be appealed by the union through several steps to a final review at arbitration.
Counseling and Discipline
On occasion, a supervisor may encounter a situation involving an employee that may warrant counseling or discipline. Labor Relations provides consultation and guidance to supervisors concerning these issues. We strongly encourage supervisors to contact us with questions regarding these situations. In the event that disciplinary action may be warranted, the matter is referred by the supervisor to Labor Relations who will conduct an investigation of the matter.