Overview
This role provides interim support to the legal team of a major U.S. airline. The attorney will take meaningful ownership of sophisticated employment litigation and traditional labor matters, including serving as lead counsel in labor arbitrations and administrative proceedings. Responsibilities include advising on federal and state employment laws, addressing collective bargaining and labor issues, and managing outside counsel.
The ideal candidate has prior first-chair employment litigation experience and substantive labor and employment expertise.
Responsibilities
- Serve as lead counsel in labor arbitrations and administrative proceedings
- Advise on federal and state employment law matters
- Handle employment-related matters involving:
- FMLA
- ADA
- ADEA
- Title VII
- OSHA
- WARN
- USERRA
- Related employment laws
- Support labor matters involving:
- Collective bargaining agreements
- The Railway Labor Act
- Manage outside counsel
Requirements
- First-chair employment litigation experience
- Substantive labor and employment expertise
- Ability to work 40 hours/week
- Project start ASAP
- Project duration: 6+ months
Location
- Remote, with a strong preference for onsite availability in Dallas, Texas
- Fully remote candidates will be considered
Compensation & Benefits
- Hourly rate expected between $107.50 and $120
- Rate range is an estimate; compensation will be based on qualifications, skillset, relevant experience, specific client needs, project requirements, and other considerations permitted by law
Equal Opportunity
- Equal Opportunity Employer. Employment decisions are made without regard to race, color, gender, gender identity, gender expression, sexual orientation, religion (including religious dress and grooming practices), creed, sex (including pregnancy, childbirth, breastfeeding and related medical conditions), marital status, age, national origin, ancestry, physical or mental disability, medical condition (including cancer and genetic characteristics), genetic information, military and veteran status, or any other basis protected by the laws or regulations in the locations where the organization operates.
- Hiring decisions are based solely on qualifications, merit, and business needs at the time.
Fair Chance (San Francisco)
Pursuant to the San Francisco Fair Chance Ordinance, qualified applicants with arrest and conviction records will be considered, and background screens are not conducted prior to an offer of employment.