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We are seeking an experienced Labor & Employment Attorney to join our dynamic legal team. Minimum of 4 years of experience as a Labor & Employment Attorney. Comprised of the Midwests foremost attorneys practicing labor and employment law on behalf of public and private sector management clients, this team stands on the principle that clients facing complex challenges in a difficult or declining economy should not have to sacrifice quality, value, or results in the name of cutting costs.
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The ideal candidate will have a minimum of 4 years of experience in labor and employment law, with a focus on arbitration, labor board proceedings, collective bargaining, and traditional labor matters.
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Job Title: Litigation Associate Attorney - Employment Law Location: Los Angeles, CA Company Overview: A prestigious law firm specializing in employment law, with a commitment to providing high-quality legal services to clients in the Los Angeles area.
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The Office of General Counsel (OGC) of the Central Intelligence Agency (CIA) provides legal advice and policy counsel to the Director of the CIA (DCIA) and other CIA officers on a variety of legal issues, to include intelligence and national security law; procurement and acquisition law; employment and personnel law; government ethics; fiscal law; general administrative law; privacy and civil liberties, and legislative affairs.
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Established Law Firm Seeking An Experienced Labor & Employment Attorney- Excellent Bonus and Benefits! Our prestigious law firm is seeking a dynamic, energetic, and experienced Labor and Employment Associate Attorney to join our team.
$110,000 - $140,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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A law firm located in Needham is seeking a Mid-Level Employment Defense and Compliance Attorney with 4+ years of relevant experience. Mid-Level Employment Defense and Compliance Attorney.
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The Agency is seeking a stout Employment Law Attorney / Lawyer to interview with and join one of our premier legal clientele. As an Employment Law Attorney you will assist both employees and employers in navigating complex legal matters related to employment and labor law.
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A law firm in Chicago, IL, is actively seeking an experienced Employment Litigation Associate Attorney to join their dynamic team. Employment Litigation Associate Attorney Company name.
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Hybrid/Remote Senior Labor & Employment Attorney. If you are passionate about employment law and have a proven track record in complex litigation, we would love to hear from you.
$135,000 - $175,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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San Francisco Flynn Group seeks an exceptional employment attorney to serve as Senior Employment Counsel, reporting directly to the General Counsel. This job is perfect for an employment litigator ready to leave behind law firm billable hour and business development requirements, but who still wants to be in the courtroom.
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Litigation skills in employment law matters. Juris Doctor (J.D.) from an ABA accredited law school. The candidate will represent and advise clients on employment matters, including litigation, compliance, policy drafting, and investigations.
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Assist our employment law attorney in doing tasks on our client’s employment-related claims at state administrative agencies. Be responsible for the public benefits casework and clients, including making case opening decisions as they meet our mission, in coordination with and under the management of our Senior Employment Law attorney.
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Business Law, Bankruptcy Law, Estate Planning and Probate, Family Law, Real Estate Law, Employment Law, Litigation, Personal Injury Law, Banking Law, Adoption, Land Use and Development Law, Professional Liability, Securities, Suretyship Law, Title Insurance Law, and Transactional Drafting.
$80,000 - $125,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Foster Poultry Farms Legal Department has an exciting opportunity for a labor and employment attorney. Provides in-house legal counsel on labor and employment related matters, which may include, but is not necessarily limited to, human resources issues, wage and hour law, state agency claims, labor relations, employee benefits, employment agreements and policies, FMLA and leave of absence matters, and employment related litigation, grievances and arbitrations.
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Reporting to the Senior Vice President and General Counsel (“SVP and GC”), the Assistant General Counsel, (“AGC”) will serve as the chief litigation and labor and employment attorney for Victra.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.