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Juris Doctor (JD) degree from an accredited law school. This executive role involves guiding the strategic direction of litigation efforts, addressing high-stakes and precedent-setting issues in intellectual property and entertainment law, and managing a diverse array of legal disputes.
$250,000 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Maintain external relationship with local, state, and federal law enforcement agencies. Military experience with an emphasis in military police a plus. The Public Safety Officer I will conduct vehicle and foot patrols, patient restraints, incident report writing, public relations, emergency preparedness, door unlocks/locks, guest assistance, access control, and de-escalation of hostile visitors, employees or patients.
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They are currently seeking an experienced Family Law Associate Attorney to join their team. Our client is a specialized boutique law firm excelling in family law and insurance defense.
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MAXIMUM ENTRY AGE: Provisions of Public Law 93-950 and Public Law 100-238 allow the imposition of a maximum age for original appointments to a law enforcement officer position within the Federal government.
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Assist with tax, dispute resolution, settlements, litigation, employment law, and corporate governance matters. 3 to 9 years of experience as a practicing attorney in a corporate in-house legal department, large law firm, or combination of both.
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We have a national network of 500+ Family Law, Estate/Probate, Immigration, Criminal and Bankruptcy attorneys across the United States that utilize our services to help them grow their law practices.
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Additional Information: Must have a law degree and excellent academic credentials Must have an active law license to practice in California and a member in good standing with the State Bar of California Potential salary range (senior position.
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How You Will Make an ImpactYou will be the expert consultant to the Association and the Board of Directors on matters concerning:California Common Interest Development law and high rise requirementsDavis Stirling Common Interest Development Action.
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Extensive experience in family law, with a strong background in premarital agreements, divorce, child custody, and property division. Demonstrated ability to handle complex family law cases involving unique circumstances, including international matters.
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It is also the policy of GardaWorld Security Services not to honor requests that employees be assigned on the basis of sex or any other classification protected by law, unless such request is based on a bona fide occupational qualification for that assignment.
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Top-tier law firm and/or in-house company experience (tenure with a governmental agency, such as the SEC or DOL, may be considered in meeting this requirement) 15+ years of experience practicing law, primary in investment management.
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Block LLP is a specialized law firm based in Burbank, CA, focusing on personal injury and civil litigation. Our top practice areas include business litigation, landlord/tenant disputes, personal injury, motor vehicle accidents, property damage claims, catastrophic injuries, and wrongful death.
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We do not discriminate on the basis of race, color, national origin, religion, gender expression, gender identity, sex, age, ancestry, marital status, protected veteran and military status, disability, medical condition, sexual orientation, genetic information, or any other status of an individual or that individual’s associates or relatives that is protected under applicable federal, state, or local law.
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Recruitment and Placement: Provide training, and guidance to Catholic school principals in ensuring recruitment best practices, policies and employment law are followed in teacher and school staff as regards the recruitment, selection, and the hiring process.
$85,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Cedars-Sinai does not unlawfully discriminate on the basis of the race, religion, color, national origin, citizenship, ancestry, physical or mental disability, legally protected medical condition (cancer-related or genetic characteristics or any genetic information), marital status, sex, gender, sexual orientation, gender identity, gender expression, pregnancy, age (40 or older), military and/or veteran status or any other basis protected by federal or state law.
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law job Title: police chief Company: Mufg in Los Angeles, CA
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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?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
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?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
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.