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Client Name: Maryland
Transit Administration |
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Location: Baltimore, MD |
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Industry: Transportation |
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Employees: 3,400 |
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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. |
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Client Name: Community
Transit |
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Location: Everett, WA |
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Industry: Transit &
Transportation |
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Employees: 1,000 |
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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. |
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Client Name: Cache Creek
Resort |
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Location: Brooks, CA |
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Industry: Hospitality &
Gaming |
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Employees: 2,500 |
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Cache Creek Casino Resort is owned and operated by the Rumsey Band of Wintun Indians, located in Brooks,
California. Cache Creek features over 3,000 slot machines and 142 table games, including a 28 table Poker Room.
The 415,000-square foot property also includes a 200-room luxury hotel and health spa, eight restaurants, Club
88 entertainment venue, tribal-operated Mini Mart, Gas Station and Fire Station.
Cache Creek Casino has more than 2,500 employees, 1300 are unionized and 1200 are non-unionized. There is
currently 1 bargaining unit. Cache Creek Casino Resort plans to have over 3100 employees by 2010 and is adding
another bargaining unit.
Cache Creek Casino has an HRIS system for basic HR functions, but was unable to use it cost effectively to
manage Labor Relations.
Prior to the implementation of LaborForce,
Cache creek used paper files to manage their labor & employee
relation's issues, such as employee grievances, mediations, or arbitration cases.
With the addition of the LaborForce software, Cache Creek Casino Resort Human Resources operations,
developed a new solution within 30 days to automate and streamline their LR/ER functions. Cache Creek Casino
uses LaborForce to manage its caseloads and resolution process, while maintaining a centralized database with
documents, contacts, tasks, scheduling information and video. |
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Client Name: Port of
Seattle |
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Location: Seattle, WA |
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Industry: Shipping,
Cargo & Aviation Management |
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Employees: 1,600 |
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The Port of Seattle plays a key role in bringing international trade, transportation and travel to the Pacific
Northwest, and supports industries as diverse as tourism and commercial fishing. The Port owns and operates
Seattle-Tacoma International Airport - the nation's 18th busiest. The Port of Seattle is also involved in other
interests such as building roads, rail infrastructure, and passenger cruise terminals.
Even though Port of Seattle has an In-house HRIS, overseeing the activity of 1,600 employees represented by 19
different Bargaining Units, proved to be quite a challenging and expensive.
Without LaborForce, the Port of Seattle did not have centralized access to its labor relations information,
documentation or contacts. Scheduling and alerts were not automated, and management lacked the tools they
needed to manage caseloads and identify trends.
LaborSoft implemented LaborForce, Labor & Employee Relations Software within 45 days. By customizing
LaborForce with the Port of Seattle union contract processes and HR policies, the Labor Relations team can
manage all of their labor relations information, documentation scheduling and reporting from one, centralized
and easy-to-use web based application. The result has enabled the Port of Seattle to effectively manage their
Labor Relations requirements in a single system, eliminating the inefficiencies of using multiple systems such as
a their HRIS, spreadsheets, and paper files. |
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Client Name: NYU Langone
Medical Center |
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Location: New York, NY |
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Industry: Healthcare |
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Employees: 15,000 |
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NYU Langone Medical Center is an Academic Medical Center located in New York City and affiliated with NYU
School of Medicine. NYU Langone Medical Center is devoted to excellence in research, patient care, and
education. NYU Langone Medical Center employs a workforce of over 15,000 and is affiliated with the following
hospitals: Bellevue Hospital Center, Gouverneur Healthcare Services, Lenox Hill Hospital, North Shore University
Hospital, and Veterans Affairs Hospital.
NYU Langone Medical Center had been and continues to utilize a comprehensive HRIS solution that performs
several core HR functions such as payroll, benefits administration, applicant tracking and more; but the
requirements of employee and labor relations departments were not addressed.
Before LaborForce, NYU Langone Medical Center used their HRIS system to maintain limited discipline and
grievance case information. However the HRIS at NYU Langone was unable to integrate the hospitals' step
process, and schedule or track case resolution tasks without expensive and complex modifications, forcing
the users to maintain manual systems.
With LaborForce, NYU Langone Medical Center's HR specialists have a centralized Employee and Labor
Relations case management system that is integrated with the HRIS. LaborForce was implemented and customized
with NYU Langone's step process within 45 days. The HR staff now files and tracks documents and contacts
throughout the resolution process. They use integrated workflow to schedule events and create alerts
maximizing the effectiveness of the HR team. |
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Client Name: Boston
Medical Center |
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Location: Boston, MA |
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Industry: Healthcare |
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Employees: 4,000 |
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Boston Medical Center is a private, not for profit, 626-licensed bed academic medical center. The hospital is the
primary teaching affiliate for Boston University School of Medicine.
Before LaborSoft, Boston Medical Center used spreadsheets for Labor Relations reporting. Without a formal
system for tracking grievances, arbitrations, and other Labor Relations activities, paper files consumed the Labor
Relations team, and the organization did not have a consistent view into the resolution process.
With LaborForce, their internal and Board Level reporting requirements were automated, providing more time for
the staff to focus on resolving Labor Relations activities. The organization quickly built a report tracking the "life
span of a grievance" displaying which grievances were solve within 30 days, 60 days, and 90 days, giving
BMC leadership the tools it needed to manage caseload resolution and work with the unions. |
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Client Name: LifeSpan |
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Location: Providence, RI |
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Industry: Healthcare |
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Employees: 12,000 |
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Lifespan, Rhode Island's first health system was founded in 1994 by Rhode Island Hospital and The Miriam
Hospital. A comprehensive, integrated, academic health system, LifeSpan's present partners include RI Hospital's
Hasbro Children's Hospital, Bradley Hospital, and Newport Hospital.
LifeSpan has been a LaborSoft customer since 2004. LifeSpan first implemented LaborForce Software at Rhode
Island Hospital, the largest of the LifeSpan hospitals and the only LifeSpan hospital that employs both non-union
and unionized employees. LaborForce was selected by the Rhode Island Hospital HR department to manage
employee and labor relations issues, activities, and information.
Before LaborSoft, Rhode Island Hospital used PC products and paper files to manage their ER/LR issues, and
suffered both inconsistencies and lost data.
With LaborSoft Rhode Island Hospital created a centralized, easy-to-use system that provides collaboration,
ensures consistent resolution, and has a reporting tool to track trends and manage caseloads. Based on the
success at Rhode Island Hospital, LaborForce has been implemented at both LifeSpan Corporate Services and
Bradley Hospital. |
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Client Name: ATT |
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Location: Dallas, TX |
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Industry:
Telecommunications |
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Employees: 281,000 |
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Client Name: BASF |
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Location: Florham Park,
NJ |
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Industry: Chemicals |
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Employees: 105,000 |
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