Legal Labor & Cont Relations

Description

POSITION OVERVIEW:
Provide guidance and counsel to the corporation and its operating companies regarding union avoidance, union representation campaigns, and independent contractor issues. Work with leadership to develop and implement specific action plans and leadership strategies to legally maintain independent contractor model at FedEx Custom Critical and to maintain an engaged and motivated workforce that prefers a strong, direct relationship with company leaders at FedEx Custom Critical and FedEx Freight.

Disclaimer:  This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job.

ESSENTIAL JOB DUTIES/RESPONSIBILITIES:
1.    Assist in developing and implementing the company’s long-term strategic plans and objectives relating to labor and independent contractor matters 
2.    Provide strategic development, execution, planning and facilitation regarding all issues impacting or relating to union avoidance and the independent contractor model
3.    Counsel and advise management regarding complex labor issues associated with union representational campaigns.
Provide day-to-day and strategic advice to executives, managers and human resources staff throughout the company regarding labor and independent contractor matters
4.    Maintain awareness of employee relations concerns and proactively recommend and implement measures to address identified concerns
5.    Plan, coordinate and implement company activities relating to union representational campaigns and ULP charges and where necessary, collective bargaining, and labor-related grievance processing, mediations, and arbitrations
6.    Represent the company before administrative agencies and federal, state and local courts on labor-related matters
7.    Ensure appropriate coordination and preparations for any communication with the National Labor Relations Board 
8.    Review, analyze and interpret proposed and current local, state and federal legislation in the labor and independent contractor areas 
9.    Stay abreast of changes in all applicable laws, rules and regulations, and recommend necessary changes to company policies, procedures and practices to ensure compliance 
10.    Perform all other related duties as assigned 

QUALIFICATIONS:
•    Required license to practice law and admission to bar
•    Experience with union avoidance, labor relations, and independent contractor issues required 
•    Transportation industry experience preferred 
•    Strong basic human relations and communication skills 
•    Excellent organizational, presentation and negotiation skills

Sr Atty-Labor & Cont Relations
•    Juris Doctorate Degree from an ABA Accredited law school plus six (6) or more years’ experience and demonstrated competence as a practicing attorney (preferably with FedEx) in relevant area of law 

Sr Counsel – Labor&Cont Relatns
•    Juris Doctorate Degree from an ABA Accredited law school plus ten (10) or more years’ experience and demonstrated competence as a practicing attorney (preferably with FedEx) in relevant area of law

WORKING CONDITIONS:
•    Some travel required
•    Hours may vary due to operational need
 

Preferred Qualifications:

Pay Transparency:

Pay:

Additional Details: This position will be domiciled at a FedEx Freight location in Memphis, TN. You will be required to work at a FedEx Freight location several times per week.

FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.

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If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at ADAAssistance@freight.fedex.com.

FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.