Cases also arises when individuals who have sought information under FOIA are dissatisfied with the agency's responses. The "advice" component of AELD includes a variety of things.
For example, ethical questions are directed to AELD. AELD is also responsible for approving outside employment requests and travel reimbursements, and for reviewing financial disclosure forms to ensure that there no conflicts of interest exist. Attorneys travel to the various field offices to do ethics training as mandated by the Office of Government Ethics. Finally, attorneys review updated Commission rules and regulations and work on the publication of various regulations.
For example, when the Supreme Court issues a decision on one of the above named statutes, one of the teams publishes "talking points" to explain how the Commission interprets the decision. Attorneys also review appeals from the Office of Federal Operations for legal sufficiency. The Office of General Counsel OGC is responsible for affirmative litigation in federal and state courts under four federal employment discrimination statutes.
These actions typically arise in three different situations. When an employee requests a hearing before an administrative judge, ILD attorneys become involved. The second situation arises when an EEOC employee files an appeal with the Merit Systems Protection Board MSPB or Board based on matters that are within the Board's jurisdiction, such as suspensions for 15 days or more and removals from federal service.
These appeals are heard by MSPB administrative judges. The third situation occurs when unions file grievances on behalf of their bargaining unit members. If the grievance is not solved at any one of three steps in the grievance process and the union elects to take the grievance to arbitration, attorneys defend the Agency's position in front of arbitrators who are selected from a pool associated with the Federal Mediation and Conciliation Service FMCS.
Attorneys working in ILD are responsible for preparing all aspects of their cases in any of the above forums by drafting a variety of pleadings including motions to dismiss, motions for summary judgment, witness lists and expected testimony and interrogatories.
Attorneys are also expected to compile documents to be used as exhibits at hearing, prepare witnesses, participate in settlement negotiations and pre-hearing conferences, interview witnesses, conduct depositions, and manage all other aspects of the day to day flow of the case load.
Attorneys spend a significant amount of time on the phone and conversing face to face with the people associated with the case. Travel is often involved. As an attorney in the appellate section of OGC, an attorney's primary duties are evaluating cases for appeal or for participation as an amicus curiae; drafting appellate briefs; and arguing cases in the federal circuits.
If the Commission chooses to appeal, the attorney is responsible for writing the brief and, if there is an oral argument, arguing the matter in court. Approximately half of the work done in appellate is amicus work, therefore attorneys also evaluate district court cases for possible amicus participation. Attorneys also assist with the preparation of an annual update on recent developments in employment law and review Department of Justice briefs to determine whether the agency's positions taken on appeal conflict with the view of the EEOC.
EEOC's trial court litigation, almost all of which is in federal district courts, is conducted by trial attorneys assigned to field offices throughout the United States.
In addition to filing and litigating employment discrimination suits, trial attorneys provide advice and other assistance to agency staff responsible for investigating and resolving administrative claims of employment discrimination filed by members of the public. Soon after a charge is filed, a charge may be identified as one that the agency may have an interest in litigating.
Definition: This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment.
Understands and keeps up-to-date on local, national, and international policies and trends that affect the organization and shape stakeholders' views; is aware of the organization's impact on the external environment. Is open to change and new information; rapidly adapts to new information, changing conditions, or unexpected obstacles. Deals effectively with pressure; remains optimistic and persistent, even under adversity.
Recovers quickly from setbacks. Formulates objectives and priorities, and implements plans consistent with the long-term interests of the organization in a global environment. Capitalizes on opportunities and manages risks. Takes a long-term view and builds a shared vision with others; acts as a catalyst for organizational change. Influences others to translate vision into action.
Definition: This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.
Encourages creative tension and differences of opinions. Anticipates and takes steps to prevent counter-productive confrontations. Manages and resolves conflicts and disagreements in a constructive manner. Fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization. Develops the ability of others to perform and contribute to the organization by providing ongoing feedback and by providing opportunities to learn through formal and informal methods.
Inspires and fosters team commitment, spirit, pride, and trust. Facilitates cooperation and motivates team members to accomplish group goals.
Definition: This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. Holds self and others accountable for measurable high-quality, timely, and cost-effective results.
Determines objectives, sets priorities, and delegates work. Accepts responsibility for mistakes. Complies with established control systems and rules. Anticipates and meets the needs of both internal and external customers. Delivers high-quality products and services; is committed to continuous improvement. Makes well-informed, effective, and timely decisions, even when data are limited or solutions produce unpleasant consequences; perceives the impact and implications of decisions.
Positions the organization for future success by identifying new opportunities; builds the organization by developing or improving products or services. Takes calculated risks to accomplish organizational objectives. Identifies and analyzes problems; weighs relevance and accuracy of information; generates and evaluates alternative solutions; makes recommendations.
Understands and appropriately applies principles, procedures, requirements, regulations, and policies related to specialized expertise. Definition: This core qualification involves the ability to manage human, financial, and information resources strategically. Understands the organization's financial processes. Prepares, justifies, and administers the program budget. Oversees procurement and contracting to achieve desired results.
Monitors expenditures and uses cost-benefit thinking to set priorities. Builds and manages workforce based on organizational goals, budget considerations, and staffing needs. Ensures that employees are appropriately recruited, selected, appraised, and rewarded; takes action to address performance problems. Manages a multi-sector workforce and a variety of work situations.
Keeps up-to-date on technological developments. Makes effective use of technology to achieve results. Ensures access to and security of technology systems. Definition: This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. Develops networks and builds alliances; collaborates across boundaries to build strategic relationships and achieve common goals.
Identifies the internal and external politics that impact the work of the organization. Perceives organizational and political reality and acts accordingly. Persuades others; builds consensus through give and take; gains cooperation from others to obtain information and accomplish goals. Leadership Succession Management Plan. Our Vision Justice and Equality in the Workplace.
Interpersonal Skills 7. Flexibility Human Capital Management Technology Management External Awareness 2. Written Communication 8. Problem solving Conflict Management Political Savvy Vision 3. Oral Communication 9.
Resilience Leveraging Diversity Financial Management Team Building Developing Others Entrepreneurship 5. Continual learning Customer Service Partnering 6. Public Service Motivation Technical Credibility Accountability Decisiveness New Manager Training Supervisors with less than one year supervisory experience. The federal statute that the agency administers, the National Labor Relations Act, guarantees the right of employees to organize and to bargain collectively with their employers, or to refrain from all such activity.
The Act implements the national labor policy of assuring freedom of choice and encouraging collective bargaining. Press Release. The U. Most newly graduating law students will be hired as GS Law Clerks until they are admitted to the bar. Once bar membership is established, conversion to a GS General Attorney classification will be processed. Those selectees who have judicial law clerk experience will be eligible for hiring at the GS or GS level, depending upon how many years they served as law clerks.
Again, the final determination is made by the Office of Human Resources and the hiring office. Annual performance appraisals are conducted for all attorneys employed by the EEOC. Honor Program attorneys are eligible for promotion after passing the bar and serving the minimum time-in-grade at the next lower level. The minimum time-in-grade at entry levels are:. Please note that federal government salaries vary by geographical location. Prior to finalizing your appointment as an Honor Program attorney, the EEOC requires satisfactory completion of a background investigation.
While the available Honor Attorney Program positions vary each year, below is a description of each EEOC office to better help you in better determine which available position you would like to apply for. The Office of Federal Operations has responsibility for adjudicating appeals of equal employment opportunity EEO complaints brought by employees and applicants for employment through the federal government. The ARP, on the behalf of the Commission, adjudicates appeals of federal agency decisions, either following a hearing or when agency decisions are issued without a hearing.
ARP's principal function is preparing Commission decisions on those appeals. The regulations provide for appeals from a range of actions including agency decisions on individual and class complaints, grievances raising discrimination issues, review of appellate decisions of the Merit System Protection Board concerning discrimination issues, and decisions on claims of breach of settlement agreements.
Attorneys conduct thorough reviews of agency administrative complaint files, as well as all appeal statements and briefs submitted by the parties, and conduct thorough research of prior Commission decisions and federal court decisions. Attorneys are responsible for drafting decisions on the appeals. Through the process of writing decisions, attorney gain a deep understanding of various issues under the federal employment discrimination laws as well as the applicable EEOC policy.
Attorneys have autonomy in their work while simultaneously receiving support and guidance from supervisors. There are also opportunities to be involved in special research and training projects. Honor attorneys have the option of writing scholarly legal research articles to be published in the EEOC Digest on complex issues at the forefront of federal sector employment discrimination law. As the chief legal advisor to the Chair and Commission, OLC implements the Commission's responsibilities for coordination with other federal civil rights and equal employment opportunity programs.
OLC also represents the Commission in litigation in which the Commission is a defendant and provides advice on internal administrative and operational legal issues. AELD provides legal guidance to the Commission on a variety of matters and represents the Commission in lawsuits filed against the agency by parties outside the agency. The litigation component consists most commonly of lawsuits filed by former charging parties, whose discrimination charges were dismissed by one of the agency's field offices.
Cases also arises when individuals who have sought information under FOIA are dissatisfied with the agency's responses. The "advice" component of AELD includes a variety of things.
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