Title:  Staff Attorney II - Department of Labor

Overview

A Staff Attorney II with a focus on OSHA and workers' compensation compliance and litigation is responsible for providing expert legal counsel and representation in matters related to workplace safety and employee compensation. This role involves advising clients on compliance with Vermont's Occupational Safety and Health Administration (OSHA) regulations and ensuring that workplace practices adhere to state and federal safety standards. The attorney also handles complex litigation cases, including disputes arising from workplace accidents, injury claims, and compensation issues. Responsibilities extend to drafting legal documents, representing clients in hearings and court proceedings, conducting legal research, and collaborating with regulatory agencies to resolve compliance issues. Additionally, the Staff Attorney II plays a crucial role in developing and implementing policies and training programs to enhance workplace safety and compliance.

 

Salary is based on the Attorney Pay Plan.

Who May Apply

This position, Staff Attorney II - Department of Labor (Job Requisition #50824), is open to all State employees and external applicants.
If you would like more information about this position, please contact robert.depper@vermont.gov.
Please note that multiple positions in the same work location may be filled from this job posting.
Resumes will not be accepted via e-mail. You must apply online to be considered.

Equal Opportunity Employer

The State of Vermont celebrates diversity, and is committed to providing an environment of mutual respect and meaningful inclusion that represents a variety of backgrounds, perspectives, and skills. The State does not discriminate in employment on the basis of race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, membership in an employee organization, family medical history or genetic information, or family or parental status. The State’s employment decisions are merit-based. Retaliatory adverse employment actions by the State are forbidden.