What is Labor and Employee Relations?
At GVSU, we know creating a workplace where people feel respected, heard, and supported is an integral part of employee well-being and retention. As a key part of the Division of People, Equity, and Culture (PEC), Labor and Employee Relations (LER) supports a safe and equitable workplace by guiding how the university works with employees, supervisors, and union representatives.
Beyond providing guidance on contracts and policies, the LER team serves as trusted partners in navigating workplace concerns and strengthening interpersonal relationships across our community. Through proactive communication and a commitment to equitable practices, they help foster an environment grounded in accountability and care, empowering faculty and staff members to be able to contribute fully to GVSU's mission. Because our work is Anchored in You, we are committed to supporting you through each conversation and resolution, every day.
Labor & Employee Relations and Human Resources
A common misconception is that Labor & Employee Relations (LER) and Human Resources (HR) are the same, or exist within the same department. While LER works closely with HR, and they exist within the same division, they serve different roles in supporting you.
Among the HR team, HR Strategic Business Partners or HR Generalists provide day-to-day people support and guidance to their assigned areas, while the LER team provides oversight and counsel for formal complaints, complex investigations, and compliance. Below, learn more about the distinction between each function and how they partner to support you.
Human Resources
Human Resources is always your first point of contact. They can field most employee concerns, including performance issues, workplace conduct, and early-level disciplinary matters. Concerns are managed directly by HR Strategic Business Partners or HR Generalists.
Contact HR when you are asking yourself:
- “How do I manage this situation?”
- “How do I support this employee?”
- “What’s the best next step?”
- “How do I handle performance concerns?”
|
HR Strategic Business Partners/HR Generalists help with: |
|---|
|
Labor & Employee Relations
Labor & Employee Relations works closely with HR, but may not need to be involved in all concerns. HR may involve LER if:
- Concerns involve serious or repeated alleged misconduct
- There is increased legal, reputational, or institutional risk
- Discipline rises beyond routine corrective action
- The matter requires independent review
- The matter requires more complex investigation
- A union grievance or formal escalation occurs
|
Labor & Employee Relations helps with: |
|---|
|
How LER and HR Work Together
The HR Strategic Business Partner or HR Generalist should always serve as the starting point for concerns, and HR may engage/consult LER as needed. If something is referred between areas, there will be an intentional transfer of the employee being served keeping that employee fully aware of the process, along with a mutual sharing of employee data and trends that impact the workplace. In this case, both teams will work together to ensure concerns are handled fairly, consistently, and appropriately.