Charles S. Loughran, Esq.
Arbitrator, Mediator and Fact Finder
all communications here):
Arbitration//Mediation/Labor Relations Experience
2000– Present: Arbitrator, Mediator and Fact Finder involving labor and employment disputes.
1994-2000: Assistant Circuit Executive, Ninth Circuit Federal Courts. Assisted in design and implementation of an Employee Dispute Resolution Plan, mediated employee disputes, assisted committees of judges in equal employment opportunity policy-making and Alternative Dispute Resolution programs.
1992-1994: President, Seahurst Associates– Served as a consultant, arbitration advocate and representative before government agencies including the NLRB, EEOC and state labor organizations.
1987-1992: Vice President, Human Resources for Alaska Airlines– Negotiated labor contracts with airline pilots, mechanics, ground service and customer service; Served as Chairman on four-member System Boards of Adjustment (Arbitration under Railway Labor Act) for all collective bargaining agreements.
1975-1987: Director of Industrial Relations for Louisiana-Pacific Corporation– Chief Negotiator for all Pacific Coast labor contracts; served as an advocate in scores of labor arbitration cases and before NLRB and all other federal and state labor agencies. Chairman, Lumber Industry Pension and Health and Welfare (Taft-Hartley) Trusts.
1972-1975: Attorney- Pettit & Martin– Legal representation in labor negotiations, arbitration, civil litigation and appearances before state and federal regulatory agencies. Served on a team of consultants for the California State Employees Association (CSEA) in that union’s preparations for newly legislated collective bargaining.
Industries: Airlines, bakery, building products, construction, education, entertainment, federal sector, health care, hotels/motels/casinos, hospital/nursing home, lumber, manufacturing, metal fabrication, office workers/clerical, packaging, police and fire protection, plastics, pulp and paper, retail stores, public education, state and local public services.
Issues: Absenteeism, arbitrability, bargaining unit work, conduct (off duty/personal), discharge, discipline (non-discharge), disability discrimination, drug/alcohol offenses, holidays, hours of work, insurance and medical benefits, job performance, job posting/bidding, layoffs/bumping/recall, management rights, overtime pay, past practices, pension and welfare plans, promotion, safety/health conditions, seniority, sexual harassment, strikes, outsourcing/contracting out, tenure/reappointment, holiday pay, job classification, scheduling and work assignments, vacation.
How to Prepare and Present a Labor
Arbitration Case (BNA Books,
2nd Ed., 2006)
of Washington, Seattle
(Graduate Business School)
Per diem fee of $2000 applies to each full or partial day of hearing.
If a hearing scheduled for one day exceeds eight hours, hours beyond
eight are billed on a pro rata basis. Time
spent in preparation, research and writing is charged at the same per diem
rate and is prorated on an hourly basis of eight hours per day.
Cancellation Fee and Policy:
Cases cancelled with fewer than 15 business days notice (excludes Saturdays,
Sundays and holidays) are billed at one day’s fee for each day that was
scheduled for the hearing plus any
non-recoverable out-of-pocket costs of cancellation fees for air travel
and/or forfeited lodging deposits The cancellation fee will not be assessed if another case can be set to
fill the time scheduled for the case that was cancelled.
Arbitration, Mediation, and Fact Finding: Per diem fee for each full or partial day of
hearing is $2,500. Preparation, research and writing are billed at a rate of
$300 per hour. Cases scheduled
for mediation and cancelled with fewer than 15 business days notice
(excludes Saturdays, Sundays and holidays) are billed for one-half day.
PO BOX 1656
GRANTS PASS, OR 97528