Client Showcases

The Maryland Transit Administration provides and supports accessible transit networks that are throughout Maryland. The MTA has a staff of over 3,400 employees, is covered by several collective bargaining agreements, a budget of nearly $720 million, and provides nearly 350,000 trips daily. These trips are provided through a transit system, which includes Bus, Metro-Subway, Light Rail, Commuter Rail, and Paratransit services. The MTA also provides planning resources and funding for Maryland's freight rail system and to Locally Operated Transit Systems in the State's 24 sub-divisions.

In 2009, the Maryland Transit Administration's Labor Relations department decided to implement three LaborForce modules; Discipline Manager, Grievance Manager, and Arbitration Manager.

Before implementing LaborForce, Maryland Transit Administration, relied on a combination of spreadsheets and paper files to track and report on employee and labor relations cases. Using multiple systems to access information and process employee cases proved time consuming, created processing errors, and did not give MTA leadership a clear view of the case resolution process.

With LaborForce the MTA has created a central repository for both ER/LR case data. Information can be quickly accessed, staff can collaborate on employee and labor relations issues, and MTA leadership has actionable eports and dashboards to recognize trends, and take proactive actions.

Over the past three decades, Community Transit has grown from a small, local bus service into a leader in local and regional transportation. Community Transit has 269 coaches that provide service to most of Snohomish County, the University of Washington, Downtown Seattle and the Eastside. The agency now serves more than 2,100 stops, including 20 park and ride lots with more than 6,100 parking stalls. Community Transit operates 33 local and 31 commuter bus routes and carries 57 percent of all Snohomish County-Seattle commuters to work and back.

With 4 bargaining units, and 3 out of 10 dedicated staff to handle all labor relations issues, Community Transit did not have any system for grievances, discipline or arbitrations other than a variety of spreadsheets and paper files. Also, without a computerized system, management reporting was difficult.

Before LaborSoft, Community Transit had difficulty managing the disciplinary process. They had problems producing data, and issuing consistent disciplinary actions, exposing the company to excessive grievances and arbitrations.

LaborForce allowed Community Transit to develop an integrated Employee and Labor Relations case management system. The step processes are based on Community Transits union contracts and HR policies. Consistent case resolution is maintained with easy access to case history, and scheduling and task management. Thereby lowering the risk of union action.