The Associated General Contractors of California (AGC-CA) represents nearly 600 contractors and specialty subcontractor member companies throughout California.Industrial Relations Manager - Northern California• Provide and manage the delivery of all labor relations advocacy, and compliance services for the association in Northern California.• Manage the contract administration of collective bargaining agreements including contract interpretation and application assistance. • Maintain ongoing relationships with association members and union officials. • Responsible for implementing/guiding the collective bargaining process in Northern California. Key Accomplishments:• Facilitated resolution of employee and labor related issues. Reduced grievances by 67% from prior year. • Conducted training sessions for association members on: wage and hour, grievance administration, attendance and leave monitoring, performance management, labor contract administration and workplace investigations

KAISER PERMANENTE, Oakland, CA 2008 to 2011Kaiser Permanente serves more than 8.6 million people from 35 hospitals and 431 medical offices building in nine states and the District of Columbia.Employee and Labor Relations Consultant• Provided strategic direction for human resource, labor and employee relations, and compliance functions within designated client groups in a multiple worksite, regional environment. • Facilitated in the implementation and administration of the organization’s performance management, training and development programs. • Provided clients with counsel and representation for the resolution of performance issues, disciplinary action hearings, labor grievances, employee and labor relation, and collective bargaining matters.• Conducted workplace investigations including but not limited to: allegations of discrimination, harassment, hostile work environment, disciplinary action, retaliation, company policy violations, and employee hotline. • Collaborated with Senior Human Resources staff to ensure consistent application and interpretation of federal, state regulations and laws, company policy and collective bargaining agreements. • Coordinated return to work process (ADA interactive process), leave administration, and worker’s compensation matters for designated client groups. Key Accomplishments:• Facilitated timely resolution of pending human resource, performance, employee and labor related issues by initiating monthly meetings and committees with divisional directors and managers within assigned client group. • Conducted training sessions for client base on: wage and hour, grievance administration, attendance and leave monitoring, performance management, Issue Resolution and Corrective Action (IRCA), labor contract administration and workplace investigations. • Established monthly Labor-Management meetings to facilitate problem resolution and improve bargaining unit relationships.

CONTRA COSTA COUNTY, Martinez, CA 2005 to 2008Contra Costa County has approximately 9,000 employees working in 32 County Departments. Contra Costa County has 14 bargaining units encompassing 20 employee contracts. Principle Labor Relations Negotiator • Managed, the daily operations of the Labor Relations Department which supports 32 County Departments: in planning and implementation of county, departmental policy and procedures to ensure county compliance with human resource, employee and labor relations best practices, county policies, federal, state regulations and laws, and collective bargaining agreements. • Represented the county in meetings with the labor representatives and or county departments on complex meet and confer processes, grievances, expedited arbitrations, disciplinary actions, and employee and labor relations matters. • Served as the County Chief Spokesperson during labor contract and department negotiations.• Managed the resolution of complex workplace investigations, grievances, and disciplinary action matters. • Provided status updates on labor issues and negotiations to senior county staff and the County Board of Supervisors. Key Accomplishments:• Managed county labor relations staff during the simultaneous negotiations of twelve (12) separate bargaining units. • Established Labor- Management Meetings to facilitate problem resolution and improve bargaining unit relationships.• Submitted recommendations to revise and/or develop department and countywide policies.

UNIVERSITY OF CALIFORNIA AT SAN FRANCISCO (UCSF) MEDICAL CENTER, San Francisco, CA 2001 to 2005UCSF Medical Center and Children’s Hospital are recognized as leaders in innovative medicine, compassionate care, and are consistently ranked one of the Nation’s top ten Hospitals.Principal Personnel Analyst, Employee and Labor Relations • Provided strategic direction for human resource, employee and labor relations functions within client group of 20 departments (2300 staff) in: grievance resolution, performance and disciplinary action, manager mentoring/training, provided counsel and representation to university management in the interpretation and application of federal, state regulations, and laws, university polices, and collective bargaining agreement provisions, • Conducted workplace investigations including but not limited to: allegations of discrimination, harassment, hostile work environment, disciplinary action, retaliation, company policy violations, and employee hotline. • Collaborated with management in the implementation of new policies and procedures. • Facilitated in the implementation and administration of the organizations performance management, training/development programs.• Coordinated return to work process (ADA interactive process), leave administration, and worker’s compensation matters for designated client groups. Key Accomplishments:• Designated as the labor relations negotiator and liaison for union bargaining on a statewide and local level.• Developed a tracking system to monitor the status of medical leave which resulted in a reduction in the length of leaves. • Improved relationships between labor unions representing medical center staff and medical center management by establishing regular Labor-Management meetings.

CITY/COUNTY OF SAN FRANCISCO, SAN FRANCISCO INTERNATIONAL AIRPORT (SFO) 1999 to 2001SFO commits itself to being recognized as the world leader in setting the standard for: Safety and security, Customer service and satisfaction, Community relations, Environmental commitment, Quality of facilities, Financial and economic vitality.Senior Personnel Analyst, Labor Relations and Operations• Provided with counsel and representation for the resolution of performance issues, disciplinary action hearings, labor grievances, employee and labor relation, and collective bargaining matters.• Conducted workplace investigations including but not limited to: allegations of discrimination, harassment, hostile work environment, disciplinary action, retaliation, company policy violations, • Collaborated with Senior Human Resources staff to ensure consistent application and interpretation of federal, state regulations and laws, company policy and collective bargaining agreements. Key Accomplishments:• Designated as the Departmental Representative (DDR) responsible for the administration of the City’s DOT/FHWA drug and alcohol testing program in accordance with federal regulations.• Assigned as the Airport Commission Human Resources Representative during the 2000-2001 labor negotiations.• Facilitated timely resolution to employee and labor related issues by initiating monthly meetings and committees with divisional directors and managers.