What are the responsibilities and job description for the Employment Attorney position at Goosmann Law Firm?
Goosmann Law is seeking a highly skilled, strategic Employment Attorney to join our legal team. This role will focus on advising and representing our clients on a broad range of employment-and-labor matters, including discrimination/compliance (EEOC), union/labor relations, employee handbook & policy development, internal conflict resolution, executive separations, terminations, and ADA/FMLA/leave issues.
Candidates may be based in any of our three office locations - Omaha, Nebraska; Sioux Falls, South Dakota; or Sioux City, Iowa.
Key Responsibilities
- Assist clients with internal investigations of client employment complaints (discrimination, harassment, retaliation) and respond to EEOC charges/ NLRB responses
- Provide legal representation/counsel on a variety of labor/union matters including collective bargaining agreements, grievance and arbitration proceedings, allegations of unfair labor practices
- Develop, draft, update, and implement employee handbooks, HR policies, disciplinary procedures, and training materials
- Advise on termination and separation processes, including executive and senior leadership separations and associated severance and release agreements
- Experience drafting/negotiating executive separation packages, exit agreements, and releases
- Partner with clients on resolution of employee relations issues - conflict resolution, performance management, workplace investigations, corrective action plans
- Provide guidance on leave and accommodation issues (ADA, FMLA, state and federal employment laws) and monitor risk exposure
- Work with internal or external litigation teams in employment-law disputes, mediations, and litigation
Qualifications
- Juris Doctor (JD) from an accredited law school
- Active license to practice law
- Minimum 5-7 years of employment-law experience with strong emphasis on EEOC, ADA, union/labor matters, employee-handbook/policy work, separations/terminations
- Proven experience working on labor-union or collective-bargaining issues is highly preferred. Litigation experience a plus but not required
- Demonstrated ability to draft and interpret employment policies, handbooks, severance agreements/releases, and advise on employee-relations processes