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Hawaiian Airlines
Location: Honolulu, Hawaii
Job type: Contract/Locum
Contact: No Name
Category: Assistants & Executives
Requisition Number 16-1102
Post Date 6/17/2016
Title Senior Specialist - Employment Compliance
Department Legal
City Honolulu
Part-Time No
Part-Time Weekend No
Description

Under the direction of the Manager Employment Compliance, this position serves as a Designated Employer Representative (DER) to the Drug and Alcohol Program and a Senior Specialist to the Affirmative Action Programs and other employment compliance responsibilities.

Regular attendance, travel, and work during evenings, weekends, and holidays may be required.

Designated Employer Representative

  • Provides support for the administration and compliance of all regulatory requirements regarding the drug and alcohol testing program(s) as mandated by federal, state, and city regulations, as well as company policies and procedures.
  • Performs the functions necessary according to the results of the tests and are authorized by employer to take immediate action(s) to remove employees from safety-sensitive duties, or cause employees to be removed from these covered duties, and to make required decisions in the testing and evaluation processes.

 

  • Drug & Alcohol Compliance
    • Manage vendors, processes and systems to ensure efficiency and compliance with the Drug and Alcohol Program as pursuant Title 49: Transportation, Part 40, and Title 14: Aeronautical & Space, Part 120 and the Federal Drug-Free Workforce regulations.
    • Monitor and analyze Drug & Alcohol Program to design, develop and implement programs, initiatives and awareness as needed to mitigate risk and address concerns pursuant to regulations and company policy.
    • Work cooperatively and effectively with managers to enhance the efficacy of the Drug & Alcohol Program.
    • Work with Employees, EAP, Union Representatives and Labor Relations to facilitate necessary rehabilitation procedures and programs.

 

  •  Serve as a HIMS (Human Intervention Motivation Study) Chairperson. HIMS is HIMS is specific to commercial pilots and coordinates the identification, treatment and return to the cockpit of impaired aviators. It is an industry-wide effort in which companies, pilot unions, and FAA work together to preserve careers and further air safety.

 

  • Affirmative Action Program Compliance

Monitor annually the progress of the requirements of the Affirmative Action Programs.

Additional Employment Compliance Responsibilities

  • Assist in building and conducting audits.
  • Assist with ensuring compliance with Federal, State and FAA regulations as they pertain to employment practices.
  • Communicate effectively with managers in rolling out improved processes and systems.
  • Miscellaneous and other duties as assigned.
Requirements
  • Bachelor’s degree or equivalent combination of work experience and education.
  • Experience with Drug & Alcohol programs.
  • Experience with Federal Regulations.
  • Experience with State and City Ordinances.
  • Experience with Counseling, Employee Relations, Employee Assistance Programs and/or Rehabilitation guidance.
  • Organized and detail oriented.
  • Excellent verbal and written communication skills.
  • High level of integrity and confidentiality.
  • Proficient in Windows, Excel and OneNote

Preferred Qualifications

  • Certified C-DAPA-A (Drug & Alcohol Program Administrator)
  • Certified C-SAPA (Substance Abuse Program Administrator)
  • Certified Professional in Human Resources
  • Training experience
  • FAA/Aviation experience
  • Continuous Improvement project experience.
  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

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