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Rights, captive insurance companies, commercial litigation, condemnation and eminent domain, construction Law, corporate, securities finance, criminal tax defense, employee benefits executive compensation, employment counseling, employment tax, energy and maritime, equine law, estate planning administration, immigration and EB-5 investments, insurance law, intellectual property, international tax, labor employment litigation, real estate, state and local tax planning controversy and tax.
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Counsel is a junior position within the Legal Department that is held by a lawyer with strong legal skills and the ability to deliver business-oriented, effective and efficient legal services and counseling on business or corporate matters or in a particular specialty practice area (e.g., litigation, mergers and acquisitions, securities law, privacy law, health law, technology law, or employment and labor law.
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Trueline's client, a prominent law firm based in Montgomery County, PA, is seeking an experienced Labor and Employment Attorney to join their Education Law Department. License to practice law in the Commonwealth of Pennsylvania.
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In addition, the County’s litigators play an important role in providing proactive legal advice and prelitigation counseling to our clients as well as working to assist our clients in the development and further of public policy objectives, including through amicus briefing and the development of affirmative litigation.
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Mullen Coughlin is a highly successful, fast growing niche law firm focused exclusively on counseling organizations in the context of data privacy, including incident response, regulatory investigation, single-plaintiff and class action litigation compliance.
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We do not discriminate or allow discrimination on the basis of race, color, religion, creed, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), age, sexual orientation, gender identity, national origin, ancestry, citizenship, genetic information, registered domestic partner status, marital status, disability, status as a crime victim, protected veteran status, political affiliation, union membership, or any other characteristic protected by law.
$190,000 a yearFull-timeExpandUpdated 1 month ago - UpvoteDownvoteShare Job
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The successful candidate will provide legal support and counseling to business clients on a wide range of FDA regulatory and compliance issues (including GxP compliance) for the commercial, research & development, and manufacturing organizations.
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Apex also offers a HSA (Health Savings Account on the HDHP plan), a SupportLinc Employee Assistance Program (EAP) with up to 8 free counseling sessions, a corporate discount savings program and other discounts.
$190,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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3-5 years experience as a practicing corporate lawyer, including at a law firm and/or in-house. Experience with insurance regulatory matters, privacy and data protection laws, counseling financial services companies and drafting complex contracts is helpful but not required.
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The role provides legal counseling services that are consistent with law and Company policies, furthering business objectives while appropriately balancing legal requirements and risks. The position provides legal support to the Human Health Division, with a focus on counseling clients in the areas of commercial contracting and fraud and abuse risks.
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Previous Contract Security, facilities management, military or law enforcement experience. Develop staff in both technical and professional skills through performance management (coaching, counseling, disciplining, MSO training, annual formal performance evaluations, recognition, etc.
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Effectively manage and oversee utilization of outside law firms to provide cost-effective legal services. Effectively manage and oversee utilization of outside law firms to provide cost-effective legal services.
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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 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.
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Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
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