Victor Melendez, Senior Human Resources Business Partner with AltaMed Health Services Corporation since 2009, oversees about 2,000 employees in more than 50 locations in Orange and Los Angeles counties.

Archive for April, 2014

Employee and Labor Relations – Helping Managers Manage

Over the past 20 years, human resources professional Victor Melendez has achieved proficiency at a host of HR functions, including recruiting, compensation and benefits, and training. In his current role as an HR consultant, he advises numerous clients on these and other HR issues. One of the areas of human resources in which Victor Melendez is particularly adept is employee relations and labor relations (E&LR), an area which is frequently less visible than some of HR’s other functions.

The term labor relations and employee relations, in the context of human resources, refers to different aspects of the same issue, the relationship between an employer and its employees. Employee relations refers to the relationship between the employer and individual employees, while labor relations generally refers to the employer’s relationship with the labor unions that represent its employees, as well as myriad HR-oriented compliance issues.

E&LR can have a significant impact on the workplace. In addition to interpreting and ensuring compliance with collective bargaining agreements and employee policy manuals, a good employee and labor relations function will counsel members of the management team on effective leadership and discipline. The function also educates management on issues like the Americans with Disabilities Act and sexual harassment legislation.

The Reasons Organizations Develop Salary Bands

With more than 20 years of professional human resources experience, Victor Melendez currently works for International Consulting Associates in Los Angeles as an executive HR consultant. He has held management positions in diverse industries, including manufacturing, technology, and healthcare. Within these roles, Victor Melendez cultivated experience in various aspects of human resources, including conducting salary band analysis on a regional and national scale.

Salary bands, or pay bands, consist of organized systems of compensation that base employee rewards on specified criteria developed by the company or government agency. They are the mechanism employers use to implement their compensation philosophies. Pay bands are a reward structure for employees during the duration of their employment in particular positions. They take into account level of responsibility as well as experience and education. In constructing pay bands, human resources managers research job pricing to define a rate range and establish a minimum and maximum salary compensation level for positions within a job category. A mid-point rate reflects the actual compensation an employee can expect with the stated qualifications.

Salary bands control an organization’s salary decisions with a consistent set of rules. They provide a tool employers use to ensure employees receive equal salary opportunities, thus lessening the risk of salary discrimination charges. Additionally, they serve as an excellent mechanism for controlling salary expenses and staying within budget.