LABOR RELATIONS ADJUDICATOR/MEDIATOR 1 (with in training to LRAM 2) - in Olympia or Kirkland

PERC is an independent state agency created to implement Washington State’s eleven collective bargaining laws and resolve public-sector labor relations disputes. PERC has jurisdiction over collective bargaining for public employers in Washington. PERC mediates and adjudicates disputes, determines appropriate bargaining unit configurations and conducts representation elections, and provides training and other conflict prevention services. The agency has jurisdiction over certain labor-management relations matters involving employees of the State of Washington, cities, counties, school districts, community colleges, higher education institutions, ports, fire districts, public hospitals, public utility districts, and a small segment of private employees. PERC is governed by a three-member Commission comprised of part-time Commissioners who have expertise in collective bargaining law. The Commission is charged with the authority to hire the Executive Director, adopt rules to govern the operation of the agency and resolve disputes under the relevant law. As a practical matter, the Commission serves as the appellate board for decisions issued by the Executive Director and approximately 16 mediators/adjudicators employed by the agency.

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The Public Employment Relations Commission (PERC) is recruiting for up to two permanent full-time positions in the Labor Relations Adjudicator/Mediator 1 (LRAM 1) classification, with in-training to LRAM 2. This recruitment may be filled for positions in Olympia or Kirkland, Washington.

These overtime exempt positions report directly to a Labor Relations Adjudicator/Mediator 4 (LRAM 4) and will serve as a presiding officer, mediator and arbitrator to implement statutory procedures for resolution of labor-management disputes involving employers and unions throughout the state. The position description may be viewed at www.perc.wa.gov/employment.asp.

SALARY: depending on qualifications

LRAM 1, range 71: Salary: $7,622 - $10,257 monthly

LRAM 2, range 75: Salary: $8,415 - $11,045 monthly

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Duties

1. Mediation:

Conducts fair and impartial mediation of contract, grievance, and settlement of unfair labor practice complaint disputes. Assists parties in resolving disagreements and conflicts. Effectively leads a rational process of highlighting issues, enhancing understanding of divergent interests, and identifying common grounds for a workable solution.

2. Decision Writing:

Prepares written decisions, including findings of fact, conclusions of law and orders. Researches and analyzes legal issues. Applies established legal principles and agency precedents with a commitment to making an unbiased and soundly reasoned decision.

3. Hearings:

Conducts fair and impartial hearings for PERC clientele under statutes regulating labor-management relations between public employers, unions representing their employees, and/or union members. Complies with procedures under the Administrative Procedure Act (APA) and the parties’ collective bargaining agreement. Determines the relevancy of testimony, rules on admissibility of evidence and maintains order in the hearing.

4. Caseload Management:

Appropriately prioritizes and concurrently services multiple, long-term case assignments, integrating many factors into case processing decisions. Ensures accurate, timely and high quality service delivery.

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Salary

• Depends on Qualifications

Qualifications

Preferred Qualifications:
1. A Law degree and three years of experience in collective bargaining with major work assignments in negotiations, contract administration or related work as a union or management representative, mediator, arbitrator or educator in the above areas.

NOTE: A Master's degree in labor relations, personnel management, or closely allied field will substitute for a Law degree. Additional qualifying experience may substitute, year for year, for education.

2. Demonstrated ability to preside at hearings with impartiality, ruling on questions of admissibility of evidence.

3. Demonstrated ability to prepare formal written opinions by organizing the relevant facts, arguments, and conclusions of law in clear and logical sequence, including determination of credibility of witnesses, review of record, legal briefs, and case precedents.

4. Demonstrated ability to listen actively and critically analyze issues, and to suggest innovative solutions while maintaining impartiality.

5. Demonstrated ability to patiently, persistently and persuasively encourage parties to resolve disputes.

6. Demonstrated ability to apply knowledge to diverse and changing work structures and type of public employers.

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Other Information

The successful incumbent must have the ability and be willing to regularly travel throughout the state of Washington, and to work hours beyond regular core hours. This is an overtime exempt position.

Application Process:

1. Current resume.

2. Names and phone numbers of three professional references.

3. Letter of interest to include: (not to exceed 4 pages)

a. A description of how you meet the preferred qualifications, and
b. At least one example of your work experience for each of the listed preferred qualifications.

Note: This recruitment will remain open until filled. The agency reserves the right to hire at any time. It is to the applicant's advantage to apply as soon as possible. The hiring authority reserves the right to interview applicants and offer the position at any time. For additional information about PERC, please visit the PERC website at www.perc.wa.gov. Applicants are encouraged to personally contact Lynn Eccles at 360-570-7318 or lynn.eccles@perc.wa.gov if they have questions about the position.

Electronic application materials in Word format are preferred; however, hard copies may be sent to Lynn Eccles at:

Public Employment Relations Commission

PO Box 40919

Olympia, WA 98504-0919

Email: lynn.eccles@perc.wa.gov

Tel: 360-570-7318

Persons requiring reasonable accommodation in the application process or requiring information in an alternate format may contact Human Resources at 360-570-7318.

The Public Employment Relations Commission (PERC) is an equal opportunity employer. PERC strives to create a working environment that is inclusive and respectful. It is our policy to prohibit discrimination on the basis of race, creed, color, national origin, sex, marital status, sexual orientation/gender identity, age, religion, political affiliation, disability, or honorably discharged veteran or military status.

For more information visit our website at www.perc.wa.gov

Benefits

More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.

We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.

Read about our benefits:
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.

Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.

Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.

Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.

To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.

Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.

Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.

The Washington State Employee Assistance Program promotes the health and well-being of employees.

Retirement and Deferred Compensation
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.

Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.

Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.

Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.

Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.

Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.

Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.

Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.

Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.

Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.

Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.

Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.

Pay status includes hours worked, time on paid leave and paid holiday.

As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.

Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.

Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.

Bereavement Leave
Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.

Additional Leave
Leave Sharing
Parental Leave
Family and Medical Leave Act (FMLA)
Leave Without Pay

Please visit the State HR Website for more detailed information regarding benefits.

Updated 01-07-2026